Addressing Misconduct and Discrimination at the Swedish Defence University
The Swedish Defence University upholds a zero-tolerance policy against harassment, bullying, and discrimination, actively enforcing laws like the Swedish Discrimination Act. In addition to prohibiting various forms of discrimination, the university is establishing clear rules of order and a code of conduct to promote respectful behavior and transparency.
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Discrimination, harassment and other forms of unequal treatment How the Swedish Defence university handles misconduct
Shirin Mattisson/Discrimination, harassment and other forms of unequal treatment 2 Zero tolerance against harassment, bullying and discrimination The university does not tolerate behaviours that violate, threat or harm the peace of others. Some prohibitions are written into Swedish law such as the Swedish Discrimination Act (Diskrimineringslagen) which forbids disfavourable treatment or violation of a person s dignity based on any of the following: 1. sex 2. transgender identity or expression 3. ethnicity 4. religion or other belief 5. disability 6. sexual orientation 7. age
Shirin Mattisson/Discrimination, harassment and other forms of unequal treatment 3 The Discrimination act also prohibits six forms of discrimination 1. direct discrimination (a direct connection between the disadvantage and the ground of discrimination) 2. indirect discrimination (a rule or a procedure that appears to be neutral but in fact disadvantages people) 3. inadequate accessibility (may relate to support or personal service, information and communication, as well as the physical environment. 4. harassment 5. sexual harassment 6. instructions to discriminate. (instructing someone else to discriminate is also prohibited)
Shirin Mattisson/Discrimination, harassment and other forms of unequal treatment 4 Misconduct beyond the Discrimination Act There are cases of misconduct that do not fit in to the discrimination grounds that are nevertheless demeaning and unwelcome. It could be situations where someone or a group of persons are could- shouldering, staring, sighing, sneering and mocking, name-calling, making condescending comments or giving unwanted compliments/touching/sexual attention or other undignified behaviours towards another. If repeated over time bullying
Shirin Mattisson/Discrimination, harassment and other forms of unequal treatment 5 Rules of Order and Code of Conduct The university is currently defining a set of rules rules of order Increase clarity / defines unwanted behaviours + potential consequences Foreseeing consequences transparency and legal certainty In addition to the rules of order there will be a code of conduct which addresses expected mannerism and more soft values, such as being respectful, giving constructive feedback, being truthful in your academic work etc.
Shirin Mattisson/Discrimination, harassment and other forms of unequal treatment 6 Taking offence - a sensitive and subjective experience Being wronged can be a subjective experience, what is offensive to someone is not to another. Some cases are clear to anyone because of strong norms on the matter, clear rules, culture etc., while other cases are not. What can we do when someone crosses the line? One can directly address the person who crossed the line and explain what s been experienced, this is especially helpul if one suspect that the other one is not aware of the negative behaviour. This may however not always be the appropriate way to go. One can address a negative experience to anyone working at the Swedish Defence University, staff is obliged to report abuse.
Shirin Mattisson/Discrimination, harassment and other forms of unequal treatment 7 Filing a report Your testimony is important. You are worthy of protection. Reporting should never impact your grades or how you are treated. You can report a fellow student, Phd student, teacher, staff etc. There are no formal templates for making a report. The quickest way is to email fus@fhs.se or to me directly shirin.mattisson@fhs.se We will ask for a written report in order to investigate the issue further. 1. We book an appointment for a conversation and making sure we have enough information. The appointments with the people involved are held separately, you do not have to face the other person, while giving your version. We present our support systems and how to help you further. 2. Depending on what has occured, we take measures. It could be anything from a conversation to a disciplinary consequence (disciplinary board for students and PAN Personnel and Responsibility Comittee for staff). 3.
