These are Stockholm University’s university-wide instructions for handling incidents in which an employee feels that she or he has been subjected to sexual harassment. Please note that the university has different procedures for investigating sexual harassment depending on whether it concerns students or employees.
- For more information on how the university handles the sexual harassment of students
The responsibilities of the university
Under the Discrimination Act (2008:567), employers have an obligation to prevent and preclude sexual harassment. Within Stockholm University, the Head of Department or equivalent Head of Unit is considered to be the employer. This means that the Head of Department at each department is responsible for preventing sexual harassment. The Head of Department also has a responsibility to ensure information exists that clearly indicates how employees should act in the event of sexual harassment, and that people are familiar with this information.
If an employee feels sexually harassed
As a manager, here is how you should handle sexual harassment:
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If you become aware that sexual harassment is occurring,
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you must act to put an end to the harassment.
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Contact the Human Resources Office.
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The Human Resources Office will then investigate whether sexual harassment has occurred.
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If the investigation concludes that sexual harassment
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has occurred, then the Head of Department or equivalent manager is responsible for
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ensuring that the sexual harassment ceases to occur.
If an employee feels sexually harassed
If a manager at the university learns that an employee feels that she/he is being subjected to sexual harassment by another employee, the manager must immediately take action by ensuring that the harassment ceases to occur and contacting the Human Resources Office.
Obligation to investigate
If Stockholm University learns that an employee feels that she/he has been sexually harassed by another employee in connection with her/his work, then under Chapter 2, Section 3 of the Discrimination Act, the university is obliged to investigate the circumstances of the reported harassment and, where applicable, to undertake necessary measures to prevent sexual harassment in the future. If the university fails to fulfil its obligation to investigate, then according to the Discrimination Act the university (the relevant department) risks paying discrimination compensation.
The Human Resources Office is responsible for the investigation
The Human Resources Office conducts an investigation when an employee feels that another employee has subjected her/him to behaviour or actions that may constitute sexual harassment. The investigation aims to investigate the circumstances surrounding the claims. The investigation concludes with written findings that are communicated to those concerned as well as to the relevant Head of Department. The findings of the investigation must state whether or not the university believes that what has occurred constitutes sexual harassment within the meaning of the law. If sexual harassment is found to have occurred, then pursuant to the Discrimination Act the department must immediately undertake measures to put an end to the harassment.
If an employee who feels sexually harassed is dissatisfied with the investigative work or the university’s position, she/he can contact the Discrimination Ombudsman (DO).
Prohibition of retaliation
According to the Discrimination Act, an employee who reports sexual harassment or participates in an investigation may not be subjected to negative measures (retaliation) by the university.