Victimisation and harassment
Here, line managers and education providers can find information about and support in preventing and dealing with cases of victimisation, harassment and sexual harassment.
Contents of the page:
- Background
- Your responsibility as a manager
- Common procedure
- Support and tools
- What can you do when you find out that someone feels violated?
- If you witness a violation yourself
- Remember
Background
Lund University shall be a safe and inclusive working and studying environment. We uphold democracy, respect for the equal value of all people and human rights. This is part of the University's equal opportunities plan and strategic plan, and is regulated by the Discrimination Act.
Everyone who works or studies at Lund University – and those who apply for work or study places – shall be treated without regard to gender, gender identity or gender expression, disability, ethnicity, religion or other beliefs, sexual orientation or age.
Zero tolerance
The university has a zero-tolerance policy towards discrimination, offensive treatment, harassment and sexual harassment. We also have a zero-tolerance policy towards reprisals against those who report shortcomings.
Respect and understanding are crucial for a good working and learning environment.
Your responsibility as a manager
- Act immediately if you become aware of anything that may constitute harassment.
- Initiate an investigation and take measures to ensure that the harassment ceases.
- Work preventively to ensure that similar situations do not arise again.
Common procedure
Lund University has a common procedure for dealing with violations between employees or between employees and students. The aim is to make it easy for you as a manager to know how to act.
Support and tools
- Definitions and concepts – based on the Discrimination Act and the Swedish Work Environment Authority's regulations.
Read more in the Handbook for Equal Opportunities at LU. - Employer's checklist – step-by-step guide to investigating an incident.
Checklist for managers – in cases of suspected harassment - Investigation – in less serious cases.
How to conduct an investigation or an in-depth investigation of harassment - In-depth investigation – for complex or serious cases.
How to conduct an investigation or an in-depth investigation of violations - Procedures for reporting to the Discrimination Ombudsman (DO) or the police – what applies if a report is made.
Read more in the Handbook for Equal Opportunities Work at LU - Checklist for those responsible for education – for those responsible for education.
Checklist for violations
What can you do when you find out that someone feels violated in various ways?
Sometimes someone may report anonymously, for example through an unsigned letter in your mailbox, a tick or comment in a questionnaire, or through another person who reports without saying who it is that feels violated.
It can be difficult to investigate an incident if the person who feels violated wants to remain anonymous.
Anonymous stories – what are the rules?
It can be difficult to investigate an incident if the person who feels victimised wants to remain anonymous. Nevertheless, as a manager, you have a duty under the Discrimination Act to initiate an investigation into the circumstances, even if you later have to discontinue it because you are unable to make any progress.
If you know who the victim is, try to create a safe environment so that the person feels comfortable participating in the investigation. Explain how the process works and show that you are handling the matter correctly. For example, you can refer to the university's web pages on handling violations.
Safety and trust increase every time you handle such a situation in a professional manner.
When the investigation cannot be completed
If you do not know who the victim is, or if the person does not want you to investigate, it will be difficult to:
- Assess whether what happened constitutes a violation under the law
- Analyse the underlying causes
- Conduct a risk analysis prior to taking action
In these cases, you can only implement general preventive measures to reduce the risk of future violations.
If you receive information via a representative, communicate through the representative.
Document in the IA system
Even if you cannot proceed with the investigation, you must report the incident anonymously in the IA system. Fill in what you can. This will allow future managers to see the history if similar situations arise.
You can always do something
As a manager, you can always take preventive measures, for example:
- Inform about policies and procedures
- Conduct a workshop on treatment and cooperation climate
- Conduct a work environment survey
Seek help from HR partners, work environment coordinators or SFAD coordinators, and involve the safety representative.
Feel free to engage the work group – we are each other's work environment.
If you witness a violation yourself
If you see behaviour that may be offensive:
- Talk to the person in private.
- Explain why the behaviour is not allowed and what you expect in the future.
- Document what happened and what measures you have taken.
- If that is not enough, continue to handle the matter according to the misconduct process.
- Read more about misconduct.
Remember
As a manager, you have a legal responsibility to act.
Always document your actions.
Take preventive measures even if the investigation does not lead to action against an individual.You are not alone in this work; seek support from your nearest SFAD coordinator or HR partner.
Contact
Contact your nearest HR function, SFAD coordinator in your faculty or equivalent.