At Stockholm University, we work actively and preventively with all types of abusive acts. Specific rules regarding harassment and sexual harassment can be found in the Discrimination Act (SFS 2008:567), while the regulations on victimization are found in the work environment legislation, more specifically in the Swedish Work Environment Authority's proposition on organizational and social work environment (AFS 2015:4).

What is harassment?

Harassment is defined in the Discrimination Act (SFS 2008:567) as conduct that violates someone's dignity and that is related to any of the grounds of discrimination of gender, transgender identity or expression, ethnicity, religion or other belief, disability, sexual orientation or age.

Harassment can be when one person exposes another person to, for example, statements about their appearance or behavior. It can also be in form of texts, images or gestures that are associated with one of the grounds for discrimination and that are perceived as offensive and unwanted. For example, someone might make critical, ridiculing, or generalizing statements about "feminine," "homosexual," or "Asian" characteristics. Harassment is particularly serious when a superior, such as a manager, supervisor or teacher, harasses a person in position of dependence, such as an employee or a student.

It is the person experiencing harassment who decides what is perceived to be offensive. Thus, one behavior can be perceived as harassment by one person while another does not experience it that way at all. The harasser must also have the knowledge that the behavior is unwanted and abusive. Therefore, it is important that those who feel that they are being subjected to harassment speak up. However, sometimes it is obvious that the person harassing should have understood that they are guilty of unwanted behavior and then no clarification is needed for it to be assessed as harassment.

What is sexual harassment?

Sexual harassment is defined in the Discrimination Act (SFS 2008:567) as conduct of a sexual nature that violates someone's dignity. It can be unwanted touches, jokes, suggestions, glances, pictures or jargon that are sexually suggestive and that are perceived as offensive.

Both women and men can be subjected to sexual harassment and both women and men can subject others to sexual harassment. Harassment is particularly serious when a superior, such as a manager, supervisor or teacher, harasses a person in position of dependence, such as an employee or a student.

It is the person experiencing sexual harassment who decides what he or she considers offensive. Thus, one behavior can be perceived as sexual harassment of one person while another does not experience it that way at all. The harasser must also have the insight that the behavior is offensive. Therefore, it is important that the person who feels they are exposed speaks up. However, sometimes it is obvious that the harasser should have understood that he or she is guilty of unwanted behavior and then no clarification is needed for it to be assessed as sexual harassment.

What is victimization?

In all organizations there are temporary disagreements, conflicts and cooperation difficulties, but victimization – or bullying – is not about such temporary conflicts.

Victimization is defined as actions directed against one or more employees in an offensive manner and which can lead to ill health or exclusion from the workplace community (AFS 2015:4). For example, it can be about deliberate insults, degrading treatment, not being greeted, exclusion, withholding information, being excluded from meetings, being unfairly accused or being personally exposed. It is the victim who decides what is perceived to be offensive. Thus, one behavior can be perceived as offensive by one person while another does not experience it that way at all.

When victimization occurs, there is a risk that both individuals and entire working groups will be negatively affected, both in the short and long term. Those who are subjected to victimization risk physical and mental ill-health, reduced self-esteem and lower work performance. Consequences for work groups can be reduced efficiency, increased staff turnover or sick leave.

What can you do if you feel exposed?

  • Inform the person who is subjecting you to harassment, sexual harassment or victimization that you feel offended and that you want the behavior to stop. You can also ask someone you trust to talk to the person you feel offended or harassed by.
  • Record the time and place, what happened, what was said, and how you felt. Such notes can be useful to have in the event of an investigation.
  • Tell someone you trust about what happened.
  • Inform your immediate manager, another manager or the HR Office as soon as possible. It is important to resolve the situation quickly.

This is where you can turn for advice and support

If you feel that you have been subjected to abusive acts, it is important that you inform your manager as soon as possible. You can also contact another manager you trust, or the HR Office. If an employer representative becomes aware that an employee feels that they have been subjected to harassment, sexual harassment or victimization, they are obliged to act.

If you want support in contact with the employer, you can also talk to your union, the local work environment/safety representative or one of the chief safety representatives.

If you feel unwell and need to talk to someone quickly, you can call the occupational health service. There is always a nurse who answers and they can help you book an appointment for counselling. At Stockholm University, employees have the opportunity for three anonymous visits per calendar year to a psychologist/behavioral scientist.

Stockholm University's handling of harassment and sexual harassment

When a manager at the university becomes aware that an employee feels that they have been subjected to harassment or sexual harassment, we are obliged to act. We will investigate the circumstances and, if necessary, take measures to prevent further violations.

It is the HR Office that investigates harassment and sexual harassment. The Head of the HR Office decides, after consultation with the President, on any measures that the investigation will give rise to. According to the Discrimination Act, if you report harassment or sexual harassment or if you participate in an investigation of such, you are not be punished or subjected to negative measures (reprisals).

>> Instructions for handling harassment of employees. (in Swedish)
>> Instructions for handling sexual harassment against employees. (in Swedish)

Stockholm University's handling of victimization

If the employer becomes aware that an employee feels that they have been subjected to victimization, and there is thus a risk of ill health, the employer is obliged to investigate the reasons for this so that risks of ill health and accidents can be prevented in the future. In practice, this means that the employer must investigate, risk assess and remedy shortcomings in the organizational and social work environment that can give rise to victimization. Rules on risk assessments can be found in the Swedish Work Environment Authority's proposition on systematic work environment management (AFS 2001:1).

It is the respective department/equivalent that carries out the investigation and risk assessment, with the support of the Human Resources Office. In certain cases, if deemed appropriate, an investigation regarding victimization may be carried out by the Human Resources Office or by an external party.

Follow-up

The concerned department/equivalent must ensure that the abusive behavior has stopped. If you are dissatisfied with the investigation work or the university's position, you can contact the Equality Ombudsman (DO).

Measures in response to harassment, sexual harassment or victimization?

If, after an investigation, Stockholm University concludes that harassment, sexual harassment or victimization has occurred, the concerned department/equivalent shall take the measures reasonably required to prevent such acts or behavior from taking place in the future. In some cases, labor law action can be taken against an employee who has subjected another employee or a student to harassment, sexual harassment or victimization.