Dealing with harassment, sexual harassment and reprisals
Uppsala University’s Guidelines for Dealing with Cases of Harassment under the Discrimination Act apply to the treatment of cases that have arisen involving anyone participating in or applying to the University’s activities. This means students, interns, employees, temporary workers, and individuals enquiring about or applying for employment, placement, or education at the University.
If you are an employee and feel subjected to harassment, sexual harassment, or reprisals you should, in the first instance, contact your line manager. If you feel subjected to harassment, sexual harassment, or reprisals from your line manager, you should contact your manager’s superior.
A head of the department/equivalent who becomes aware of a potential case of harassment, sexual harassment, or reprisals within their sphere of responsibility must, without delay, make an initial assessment of the need for measures and the need to investigate the matter further and take any measures that are needed.
If necessary, support is available to local (department/equivalent) HR staff and heads of department/equivalent from the Human Resources Division and the Legal Affairs Division.
Procedure chart (in Swedish)
The purpose of the Discrimination Act is to promote equal rights and opportunities and to combat discrimination associated with sex, ethnicity, religion or other belief, sexual orientation, disability, transgender identity or expression, and age. In principle, the Act covers all areas of society, including employment and education.
Harassment is conduct that violates a person’s dignity and that is associated with one of the grounds of discrimination: sex, transgender identity or expression, ethnicity, religion or other belief, disability, sexual orientation, or age.
Sexual harassment means conduct of a sexual nature that violates someone’s dignity.
The Discrimination Act (2008:567)