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Studies

Non-discrimination

Non-discrimination

Jönköping University (JU) works actively to prevent and counteract its students being subjected to discrimination, harassment or sexual harassment.

To this end, an equal treatment planPDF, has been drawn up. By order of the President, the Non-discrimination Group at JU is a central function for the university’s non-discrimination work.

JU recommends that anyone who feels that he or she has been subjected to discrimination in the first instance approach a person at JU whom they trust and feel confidence in. In the initial stages, dialogue and support are important and these can be most quickly provided within the framework of an informal dialogue. There are also specially appointed non-discrimination representatives (OLIK) at each of the Schools who can be contacted. Student Health Care can also be contacted.

OLIK representatives at JU

School of Health Sciences:
Annica Herentz

School of Education and Communication:
Ingrid Bardon

Jönköping International Business School:
Peter Hofverberg

School of Engineering:
Joakim Brobäck

Jönköping University Enterprise

Jenny Dahlkild

If a student who feels that he or she has been subjected to discrimination, harassment or sexual harassment chooses to make a formal complaint, this is to be submitted in writing to the university’s Discrimination Investigator.

Reporting and investigation of discrimination, harassment or sexual harassment

Complaint

  • A written complaint concerning discrimination, harassment or sexual harassment shall be submitted to the OLIK at the student’s School.
  • The OLIK is responsible for ensuring that the complaint is registered, at which time it becomes an official document.
  • The OLIK forwards the complaint to the Discrimination Investigator.

Investigation

  • The Discrimination Investigator is responsible for the investigation, which is to begin immediately and be objective and unbiased.
  • Both parties are to be given the opportunity to make a written statement and are entitled to read the documents.

Decision

  • When the investigation has been completed, the Discrimination Investigator compiles a written report and presents the case for a decision to be made. The decision is made by the Managing Director of the company (one of the Schools or University Services) where the reported person is employed or under contract or by the Managing Director of the School where the reported person is a student.
  • If no discrimination, harassment or sexual harassment is judged to have occurred. the matter is dismissed. If, on the other hand, the university’s anti-discrimination rules are deemed to have been breached, the decision shall state what action is to be taken. The action taken shall aim to prevent breaches in the future. and may for example consist of sanctions as permitted by labour law or cancellation of a contract. The matter may also be submitted to the Disciplinary and Expulsion Committee for further investigation and possible decision on disciplinary action.
  • The decision is also to contain a consequence analysis, the aim of which is to prevent further incidents in the future, e.g. by means of reviewing procedures or improving the study environment. The decision shall be sent to the complainant and the reported person and to the Anti-discrimination Group, who will use it as a basis in their regular anti-discrimination work.