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About SSE
Discrimination & Harassment
Discrimination
Discrimination means negative treatment which cannot be considered objectively
motivated, or where a person is not treated similarly to another person in a similar situation. Negative treatment is often used synonymously with discrimination and means a person or group, wholly or partially, being deprived of rights or judged subjectively for reasons irrelevant to the situation.
Direct discrimination occurs when someone is treated worse than another person in a similar situation. It means the School must not disfavour an employee, student or applicant through treating her or him less favourably than a person of opposite sex, other ethnic or religious belonging, other sexual orientation or person without disability. Direct discrimination may only occur if comparison can be made to a person in a similar situation. Theoretical comparison is sufficient.
Some example are:
- where the foreign qualifications of an Iranian student are not accepted despite their being given credence by the National Agency for Higher Education,
- where a homosexual student is refused supervision on the grounds of unsuitability for his/her profession
- where a dyslectic is not approved as a teacher on the grounds that those with spelling difficulty should not be teachers, despite the person having theoretical competence...
Indirect discrimination can occur when the School makes conditions which appear neutral, but which in practice disfavour people belonging to a certain sex, ethnicity, religion, sexual orientation or having a degree of disability.
One example is a rule or circumstance which is not aimed at discrimination but which leads to discrimination for a certain group or individual, e.g. when a disabled student cannot enter a lecture
room.
Harrassment
Another term for harassment is “offensive treatment”, which means that one or several people receive and treat an individual or individuals such that they feel offended, hurt or demeaned. Harassment is repeated behaviour of a negative nature aimed at individuals so that those exposed are set outside the workplace or group community via, for example, slander, conscious withholding of information or freezing out.
Temporary clashes of opinion, conflicts and difficulties in working together at the workplace are not uncommon and are not necessarily part of harassment. A series of different workplace situations do however exist where comments and conduct unintentionally and unconsciously hurt and offend. For example, where an individual or
individuals make sweeping and prejudiced comments on categories of human beings, tell jokes offensive to certain groups, and where someone belongs to the group ridiculed.
Procedures
Reporting harassment
Students who feel they have been exposed to harassment should first contact a teacher or other person they feel to be trustworthy. That person is obliged to investigate circumstances or pass on the case to be investigated by the Council for Equal Treatment. Students may of course contact the Council directly. Important support along the way can be gained through contact with student health, student union or the SSE chaplain.
Contact persons at the School
- Chair of Council for Equal Treatment and Senior advisor Disability coordinator
Claes-Robert Julander
- Gender Equality Coordinator
Monica Johansson
- SSE chaplain
Helena Hagert
Employees may also contact an immediate superior, head of unit, head of human resources or Östermalmshälsan.
Besides the above, students can also contact teacher or course coordinator, student counsellor, gender equality representative, student health or
the SSE chaplain.
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