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Discrimination, harassment and victimisation
Linköping University should be free from discrimination, harassment and other victimisation. Equal treatment of all is an expression of democracy and equal opportunities.
Discrimination, harassment and victimisation 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 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 discrimination, harassment and victimisation. It provides more detailed information than what is summarized on this webpage.
Dealing with discrimination, harassment and victimisation
The document below has been developed for two main purposes:
• To inform people what discrimination, harassment and victimisation 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 has experienced discrimination, harassment or victimisation.
Download (pdf): Dealing with Discrimination, Harassment and Victimisation (2009)
Informal management
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 heads of department or immediate superiors
- Staff managers
- Trade-union representatives
- Company Health Service
- Equal opportunities coordinators
- Human Resources
- Health and safety delegates
- The Swedish Equality Ombudsman, a government agency.
Students can approach:
- Directors of studies, or study-programme managers
- Teachers
- Student unions
- Student Health Care
- Study advisors
- Student health and safety delegates
- Equal opportunities coordinators
- The Swedish Equality Ombudsman, a government agency.
The Company Health Service, Student Health Care and Study advisors provide professional secrecy.
Formal report
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 assistance of the university’s legal advisors. 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. 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.
Page responsible:
kristin.ljungemyr@liu.se
Last updated: Mon Oct 31 13:10:00 CET 2011
