Equal opportunities

Uppsala University's study and work environment must be characterised by openness and respect. There is zero tolerance for discrimination, harassment and unwanted behaviour. The university will take immediate action once alerted to an individual or individuals being subjected to victimisation.

Equal opportunities at Uppsala University mean making sure that everyone working or studying at or contacting the University has equal rights and opportunities. The University's work with equal opportunities issues is strategic, long-term and ongoing.

Discrimination and unwanted behaviour

Equal conditions refer to the seven grounds of discrimination in the Discrimination Act, as well as social background. The grounds for discrimination include gender, gender identity or expression, ethnicity, religion or other belief, disability, sexual orientation and age. The Act details six forms of discrimination: direct discrimination, indirect discrimination, instructions to discriminate, inadequate accessibility, harassment and sexual harassment.

The term unwanted behaviour is used here as an umbrella term to describe, for example, harassment, sexual harassment and reprisals. Unwanted behaviour can include, for example, degrading treatment from a teacher or fellow student or targeted insults. It can also include withholding information, slandering another person and being subjected to threats and violence.

Harassment

Harassment is described as a verbal or non-verbal treatment that is unwanted and violates someone’s dignity. The Discrimination Act encompasses harassment that is linked to one of the grounds for discrimination. Harassment can, for example, involve making disparaging, ridiculing or generalising statements.

Sexual harassment

Sexual harassment describes actions that violate someone’s dignity that are sexual. Examples of sexual harassment can be unwanted touching, looks, images or jargon that are sexually suggestive and that are perceived as offensive.

It is the person subjected to harassment or sexual harassment that decides what is unwanted and what is offensive.

Reprisals

An individual may not be subjected to reprisals because he or she has

• reported or denounced discriminatory acts
• participated in an investigation under the law or
• rejected or acquiesced in harassment or sexual harassment from the person who is alleged to have discriminated.

If you have been subjected to victimisation

According to the Discrimination Act, the perpetrator must understand how the behaviour is perceived for it to be classified as harassment or sexual harassment. It is therefore imperative that the person being subjected to victimisation makes it clear that the behaviour is unpleasant and unwelcome. In certain circumstances the offensive nature of the behaviour may be so obvious that no comment is required from the victim.

If you feel you have been subjected to victimisation in connection with your education, the university has a statutory responsibility to investigate and, in applicable cases, take action that will lead to this behaviour ceasing.

Advice if you feel subjected

• Clearly say stop. If it is possible, confront the person. If it is difficult to say it in person, write them a message or inform them in some way that you do not like their behaviour.
• You have the right to ask for help, support and information without giving your name.
• Tell someone at your department or in your programme what is happening so they can guide you to the responsible employee.
• Contact your student union.
• Note the time and place, what happened, what was said, and how you reacted. This can be important in an eventual investigation.