Instructions for dealing with sexual harassment of employees

These are Stockholm University's university-wide instructions for handling sexual harassment when an employee feels that they have been exposed (Decision by the Head of Human Resources 2011-04-12). Please note that the university has different procedures for investigating sexual harassment depending on whether it concerns students or employees.

More information on how the university handles sexual harassment against students

The university's responsibility

Under the Discrimination Act, employers are obliged to prevent and stop sexual harassment. At Stockholm University, employer refers to the head of department or equivalent head of unit. This means that the head of department at each department is responsible for preventing sexual harassment. The head of department is also responsible for ensuring that there is information that is known and clearly states how employees should act in the event of sexual harassment.

This is how you as a manager deal with sexual harassment

1. If you become aware that sexual harassment is taking place
   you must act to stop the harassment.
2. Contact the Human Resources Office.
3. Human Resources Office will investigate whether sexual harassment has occurred.
4. If the investigation concludes that sexual harassment has occurred, the head of department or equivalent manager is responsible for that the sexual harassment stops.

If an employee experiences sexual harassment

If a manager at the university becomes aware that an employee is experiencing sexual harassment by another employee, the manager must act immediately by ensuring that the harassment stops and contact the Human Resources Office.

Obligation to investigate

If Stockholm University becomes aware that an employee experiences sexual harassment by another employee in connection with their work, the university is, according to Chapter 2, Section 3 of the Discrimination Act, obliged to investigate the circumstances surrounding the alleged harassment and, where appropriate, take measures to prevent sexual harassment in the future. If the university violates the obligation to investigate, the university (the department in question) risks paying discrimination compensation under the Discrimination Act.

The Human Resources Office is responsible for the investigation

The Human Resources Office carries out an investigation when an employee experiences what may be sexual harassment by another employee. The purpose of the investigation is to establish the circumstances of the allegation. The investigation concludes with a written result communicated to the persons involved and the head of the department in question. The outcome of the investigation must state whether the university considers that what has occurred is sexual harassment within the meaning of the law or not. If it is found that sexual harassment has occurred under the Discrimination Act, the department must take immediate action to stop the harassment.

If an employee who experiences sexual harassment is dissatisfied with the investigation work or the university's standpoint, he/she can contact the Equality Ombudsman, DO.

Prohibition of reprisals

According to the Discrimination Act, an employee who reports sexual harassment or participates in an investigation of such harassment may not be exposed to negative measures (‘reprisals’) by the university.