If you feel there is discrimination, harassment or victimisation at the University, then it is important you act. You should always be able to feel safe and secure here.
The incident report goes directly to the Division of HR, the HR manager then ensures that it is forwarded to the right recipient, depending on what the report concerns. The immediate manager is responsible for the work environment and is responsible for ensuring that incoming reports are investigated. If the report is directed at the immediate manager, it will be handled by HR.
Victimisation = The main legal concept of social health risks at work in the work environment legislation. Defined as follows: "Acts directed at one or more employees in an offensive manner and which can lead to ill health or that they are placed outside the workplace community."
Bullying = As victimisation, but with the addition that the actions (or the consequences of the actions) are systematic over a long period of time and that the victim is unable to defend himself. Bullying is not regulated by law, but generally constitutes a serious form of victimisation.
Harassment = Harassment is a form of discrimination. The law's definition of harassment is conduct that violates someone's dignity and that is related to one or more of the seven grounds of discrimination.
Discrimination = The Discrimination Act is applicable if discriminatory acts or harassment committed in the workplace or in education are related to the grounds of discrimination specified in the Act: sex, transgender identity or expression, ethnicity, religion or other belief, disability, sexual orientation or age.
Sexual harassment = Harassment can also be of a sexual nature. This is called sexual harassment. It can be touching, jokes, suggestions, looks or images that are sexually suggestive and often degrading.
The Difference Between Discrimination and Harassment
In addition to the differences in the definition of discrimination and harassment described above, the assessment of whether it is discrimination or harassment also depends on who is carrying out the act.
Discrimination presupposes a power advantage on the part of the person who discriminates – i.e. a manager can discriminate against an employee and a teacher can discriminate against a student, but not the other way around. For example, an employee cannot discriminate against another employee, because they are equal. When there is no power advantage, the act is classified as harassment, for example when those involved are co-workers.
Advice for those who are contacted
- Treat the person with respect.
- Make sure that the person is aware that you may need to involve the responsible manager or HR.
- Ask questions to find out what has actually happened. Take an objective and problem-solving approach to the problems presented.
- Involve your immediate manager as soon as possible if you think it is necessary. If the situation concerns the immediate manager, go to the superior manager or HR.
- Keep in mind that you can seek support from your manager, HR specialist, work environment representative or your union representative.
Advice for those who feel exposed
- It is your experience of the situation that determines whether the action or behavior is unwelcome.
- React as soon as possible if you repeatedly feel exposed.
- Speak up, you have the right to speak up about things that you consider to be discriminatory, offensive or unpleasant.
- If possible, make it clear to the person you feel has abused you that the behaviour is unwelcome.
- Document the events. Make a note of the time and place, what happened, and how those involved reacted.
Occupational Health Care (Falck)
You can book an initial meeting with a psychologist on your own. If you feel you would like to meet with them again, you need to contact either your immediate manager or their immediate manager. The same applies if you want to visit occupational healthcare services in regard to other matters.