Victimisation, discrimination, and harassment
Linköping University (LiU) must combat violation of students’ or employees’ integrity in every form. Equal treatment of all is an expression of democracy and equal opportunities.
Victimisation, discrimination and harassment violate human rights and threaten people’s wellbeing at work, as well as their health and scope for success in both work and studies. Such behaviour may have repercussions in such form as sick leave and drop‐out from studies and research, which represent losses of skills and productivity both for the individuals and higher education institutions (HEIs) concerned and for society at large. Research to date indicates very clearly that, in the great majority of cases, harassment is an expression of oppression and abuse of power (see the Swedish National Institute of Public Health’s report, 2005:49). LiU therefore strives to achieve a work environment characterised by equal opportunities.
Under the next heading (below) you will find a link to a document concerning victimisation, discrimination and harassment. It provides more detailed information than what is summarized on this webpage.
Dealing with Victimisation, Discrimination and Harassment
The document below has been developed for two main purposes:
• To inform people what victimisation, discrimination and harassment are; why they arise; and what they may involve for those who suffer such treatment and for the student or staff group in which they occur.
• To provide support when a situation arises in which someone feels victimised. The information addresses all employees and students, but particularly those who are subjected to such behaviour and people who are approached for help in such cases.
Download (pdf): Dealing with Victimisation, Discrimination and Harassment
Informal case management for employees and students
One option may be to attempt to solve the problem informally. The victim may, for example, talk to the person in question, alone or with another person present. The relevant people to contact are listed below.
Employees can approach:
- their immediate superiors
- staff managers
- trade‐union representatives
- health and safety delegates
- equal opportunities coordinators
- the personnel or human resources department
- the occupational health service
- the National Equality Ombudsman
Students can approach:
- the student union
- the student health service
- directors of studies or programme managers
- study advisors
- students’ health and safety delegates
- equal opportunities coordinators
- the National Equality Ombudsman
Student and occupational health services have an obligation of confidentiality under the rules of the Secrecy Act.
Formal case management for employees and students
A formal report is submitted to the University through the Assistant University Director, who is responsible for ensuring that an investigation takes place. Documents in a formal inquiry are registered, and the scope for making information secret is limited.
Investigations take place with the University legal experts’ assistance. An advisory group may be called in, depending on the nature of the case. Decisions on further handling of cases are taken by the Assistant University Director in cases involving employees and by the Deputy Rector for equal opportunities in cases involving students. The Rector decides whether to refer
the case to a higher authority. Authorities that may become involved as a result of a formal inquiry are the disciplinary committee, the staff welfare board and the Swedish National Disciplinary Offence Board.
Examples of sanctions are warnings, exclusion or pay docking. Another measure taken may be some form of feedback to faculties, heads of department, course coordinators, etc.
