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Harassment and Victimisation Introduction Harassment and victimisation Introduction Stockholm University is to be characterised by its excellent environment for work and study. All employees and students shall be treated equally and with respect. At Stockholm University we shall jointly safeguard our work and study environment. A good environment enables creative development and excellent outcomes for work and study. At Stockholm University, victimisation, harassment associated with discrimination on any grounds and sexual harassment are unacceptable and must not take place. Victimisation, harassment and sexual harassment all jeopardise the affected person's job satisfaction and chances of success in work or study. As soon as the university becomes aware that someone has been affected, action will be taken immediately. In this brochure, Stockholm University explains • the forms that victimisation, harassment and sexual harassment may take, • what you can do if you or someone else becomes subjected to such behaviour, • the university's responsibilities, • the sanctions faced by those subjecting a person to victimisation, harassment or sexual harassment. Astrid Söderbergh Widding Vice-Chancellor Production: Human Resources Office, Student Services, Council for Equal Opportunities and Equality, and Matador kommunikation. Illustrations: Jan Ed. Printing: Ark-Tryckaren, 2015. 3 What is victimisation? All organisations experience occasional differences of opinion, conflicts and difficulties in working together. However, these occasional conflicts are not considered victimisation or bullying. Victimisation is defined as recurrent reprehensible or negative actions directed against individuals and that may lead to the person experiencing it being marginalised. Examples include deliberate insults, demeaning treatment, ostracism, withholding of information, persecution or threats. Victimisation brings with it the risk that individuals as well as entire groups will be adversely affected, in both the short and long terms. People experiencing victimisation are at risk of physical and mental illness, low self-esteem and impaired performance at work or in their studies. Consequences for groups may include reduced efficiency, staff turnover and absenteeism. 4 5 What is harassment? Harassment is defined in the Discrimination Act (SFS 2008: 567) as a behaviour that violates someone's dignity and that is associated with any discrimination WHAT DOESPSST... A HETERO- SEXUAL LOOK LIKE? on the grounds of gender, transgender identity or expression, ethnicity, religion or other belief, disability, sexual orientation or age. Harassment may include one person making comments about another's appearance or behaviour, for example. It may also involve texts, images or gestures that allude to The seven grounds for discrimination any of the grounds for discrimination and that are perceived (SFS 2008: 567) as offensive and unwanted. For example, someone might • Gender. Legal female or male, or a person intending comment in a disparaging, ridiculing or generalised way to change gender. about "female", "homosexual" or "Asian" characteristics. • Transgender identity or expression. A person not iden- tifying themself as a woman or a man, or expressing Harassment is particularly serious when a person in a (by their manner of dressing or in some other way) position of authority (e.g. a manager, supervisor or tutor) that they belong to another gender. harasses a person in a position of dependence (e.g. an • Ethnicity. National or ethnic origin, skin colour or employee or student). other similar circumstance. • Religion or other belief. Religious faith and belief such The person experiencing it determines whether something is as Buddhism or atheism. perceived as offensive. One person may therefore interpret • Disability. Permanent physical, mental or intellectual a behaviour as harassment while another does not. The limitation of a person’s functional capacity due to harasser must also be aware that the behaviour is unwanted injury or illness that existed at birth, has occurred and offensive. It is therefore important that people who subsequently or may be anticipated. perceive themselves as harassed speak out. Sometimes, • Sexual orientation. Homosexual, bisexual or hetero- however, it is obvious that the harasser should have realised sexual orientation. that their behaviour was unwanted. In those cases no further • Age. Length of life to date. clarification is needed for it to be deemed harassment. 6 7 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. This may involve unwanted touching, groping, jokes, suggestions, looks, images or jargon that are sexually explicit and that are perceived as offensive. Both women and men may experience sexual harassment. Both women and men can sexually harass others. However, it is more common that men harasses women. Harassment is particularly serious when a person in a position of author- ity (e.g. a manager, supervisor or tutor) harasses a person in a position of dependence (e.g. an employee or student). It is the person experiencing it who determines whether something is perceived as offensive. One person may therefore construe a behaviour as sexual harassment while another does not. The harasser must also be aware that the behaviour is unwanted and offensive. It is therefore impor- tant that people that perceive themselves as harassed speak out. Sometimes, however, it is obvious that the harasser should have realised that their behaviour was unwanted. In those cases no further clarification is needed for it to be deemed sexual harassment. Sexual harassment may involve unwanted touching, groping, jokes, suggestions, looks, images or jargon that are sexually explicit. 8 9 Students What can you do if you are harassed? Stockholm University • Tell the person subjecting you to victimisation, harassment is obliged to investigate or sexual harassment that you regard it as offensive and you want the behaviour to cease. You can also ask When an employee becomes aware that a student perceives Follow-up someone you trust to speak to the person you feel themself as subjected to victimisation, harassment or sexual • In the long term, the Department concerned will assure is offending or harassing you. harassment associated with their studies, we will investigate itself that the offensive behaviour has ceased. • Make a note of the time and place, what the circumstances. We are also obliged to take action where HMM, HOW DO WE • If you are unhappy with the investigation or the position happened, what was said and how you felt. appropriate to prevent further abuse. GET ROUND THIS? the University takes, you can contact the Equality Ombuds- Notes like this may be helpful in man (DO). an investigation. • A Departmental employee or manager will establish as discreetly as possible what took place (e.g. by talking to • Tell someone you trust about the people involved). Coordinator for Equal Treatment of what happened. Students at Student Services is then contacted. • Inform an employee in your • The Department investigates victimisation. Department or Student Services as soon as possible. • Student Services investigates harassment and sexual It is important to resolve harassment. The head of Student Services decides, in the situation quickly. ALWAYS consultation with the Vice-Chancellor, whether the BLOODY investigation should lead to any action. COMPLAINING! If you want advice and support If you report harassment or sexual harassment, or you • If you want to seek advice and are involved in an investigation of them, according to support without initiating an the Discrimination Act, you shall not be penalised or investigation, you can contact subjected to adverse action (reprisals). the Student Union or Student Health Service. 10 11 Employees What can you do if you are harassed? Stockholm University • Tell the person subjecting you to victimisation, harassment is obliged to investigate or sexual harassment that you regard it as offensive and you want the behaviour to cease. You can also ask some- When a manager at the University becomes aware that an Follow-up one you trust to speak to the person you feel is offending employee perceives themself as subjected to victimisation, • In the long term, the Department concerned will assure or harassing you. harassment or sexual harassment, we will investigate the itself that the offensive behaviour has ceased. • Make a note of the time and place, what happened, circumstances. We are also obliged to take action where • If you are unhappy with the investigation or the position what was said and how you felt. Notes like this appropriate to prevent further abuse. the University takes, you can contact the Equality Ombuds- may be helpful in an investigation. man (DO). HELLO • The Department investigates victimisation. • Tell someone you trust about what happened. DARLING! • The Human Resources Office investigates harassment and • Inform your Department head, another manager or sexual harassment. The head of the Human Resources the Human Resources Office as soon as possible. Office decides, in consultation with the Vice-Chancellor, It is important to resolve the situation quickly. whether the investigation should lead to any action. If you want advice and support If you report harassment or sexual harassment, or you • If you want to seek advice and support without are involved in an investigation of them, according to initiating an investigation,
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