Victimisation and harassment

Content on this page:

• This constitutes victimisation and harassment
  • Harassment
  • Definition of harassment and sexual harassment
• If something happens – what can you do?
• Protection against reprisals
• If you are a colleague
• Support and help
• Further reading: How the University handles discrimination and harassment
• Other type of support
• Related information
• For those of you who work in the field of students´work Environment and equal opportunities

This constitutes victimisation and harassment

In everyday life, abuse and harassment can mean different things to different people. Under the law, there are three forms of abuse that employers must investigate, put a stop to and prevent:

1. Discriminatory treatment (Work Environment Act)
2. Harassment (Discrimination Act)
3. Sexual harassment (Discrimination Act)

When the University deals with harassment, the aim is to ensure that the harassment ceases and that the workplace provides a good working environment for everyone. It is not acceptable to treat anyone badly; we must treat one another with respect and consideration – entirely in line with the University’s work environment policy, equal opportunities plan and strategic plan.

Read more about how Lund University works to prevent discrimination and promote gender equality and equal opportunities:

Lund University’s gender equality and equal opportunities work

Harassment

Harassment is defined as “actions directed at one or more employees in an offensive manner and which may lead to ill health among those affected or to their exclusion from the workplace community”, according to the Swedish Work Environment Authority’s regulation Planning and organisation of work environment activities – basic obligations for those with employer responsibility AFS 2023:2.

This means that it is not acceptable to treat anyone badly, for example by calling someone offensive names in front of others or by excluding someone. Whether something constitutes offensive treatment depends on the context. 

What you may perceive as perfectly acceptable behaviour may be offensive to another person, and vice versa.

Definition of harassment and sexual harassment

Harassment and sexual harassment are two forms of discrimination under the Discrimination Act (2008:567).

Harassment

Harassment is behaviour that violates someone’s dignity and is linked to one of the seven grounds of discrimination:

1. Gender
2. Gender identity or expression
3. Ethnic origin
4. Religion or other belief
5. Disability
6. Sexual orientation
7. Age

This may, for example, involve making derisive or disparaging generalisations.

Sexual harassment

Sexual harassment is behaviour of a sexual nature that violates someone’s dignity. This may, for example, involve comments and words, someone groping or casting leering glances. It can also involve unwelcome compliments, invitations and innuendo.

It is you, as the victim, who decides whether behaviour is unwanted or offensive.

If something happens – what can you do?

• Speak up if you can, and make it clear that the behaviour is not acceptable.
• Tell your manager as soon as possible.
• If it involves your manager – speak to their manager.
• You can tell them in person, via email or by reporting it in the IA system.
• Feel free to bring a support person, such as a trade union representative or health and safety representative.

What happens when you speak up?

• Your manager should quickly find out what has happened.
• You can explain how you experienced the situation.
• Sometimes a few conversations are enough; sometimes a more thorough investigation is needed.
• The aim is always to put an end to the harassment and to improve the working environment.

An investigation does not lead to punishment, but to measures designed to prevent it from happening again.

Anonymously – is that possible?

You can report anonymously, but this often makes it difficult for your manager to take action. To provide help, your manager needs to understand what has happened.

Protection against reprisals

You must not be punished for reporting an incident or participating in an investigation. This applies, for example, to your pay, duties or career opportunities.

If you are a colleague

• Tell your manager if you see or hear anything that could constitute discrimination.
• Try to remain neutral and do not spread rumours.
• A respectful approach helps everyone.

Support and help

You can get support from

• your trade union,
• health and safety representative,
• your manager (for example, via occupational health services),
• healthcare services if needed. 
  Links to public healthcare | Staff Pages (lu.se)

Further reading: How the University handles discrimination and harassment

When Lund University becomes aware of something that may constitute discrimination, harassment or sexual harassment, the employer has a duty to act promptly.