The education provider shall have clear procedures to prevent discrimination, harassment, sexual harassment and victimisation of students.
Jönköping University (JU) recommends that anyone who feels they have been subjected to such abuse should firstly contact a person in JU whom they trust and feel confident in.
In the initial phase, discussion and support are important. These can be most rapidly provided within the framework of an informal dialogue.
For each specialised higher education institution (school at JU), there is also a special ombudsman for equal opportunities (OLIK) who can be contacted. Additionally, both before and during the investigation, it is possible to contact Student Health Care for support.
If a student who feels abused chooses to make a formal complaint of discrimination, harassment or sexual harassment, this shall be done in writing and submitted to the OLIK.
- Firstly, a written complaint of discrimination, harassment or sexual harassment is to be submitted to the OLIK at the student’s school. The report can also be submitted to any other OLIK.
- The OLIK is responsible for registering the complaint. This makes the complaint a public document.
- The OLIK hands the report over to JU’s discrimination investigator.
- The discrimination investigator is in charge of the investigation. This must start immediately and be professional and impartial.
- Both sides shall be given the opportunity to submit written opinions and to receive all the documents.
- When the investigation has finished, the discrimination investigator is to draw up a written report and present the case for a decision. A decision is to be made by the dean of the school or University Services where the reported person is employed/engaged or by the dean of the reported student’s school.
- If the decision is that there was no discrimination, harassment or sexual harassment, the case is to be dismissed.
- If, on the other hand, the decision is that there was a transgression, the report shall set out the measure or measures that is or are to be implemented.
- Said measure(s) shall be aimed at preventing future transgression. This may be a question of implementing employment law measures against a JU employee or terminating a contract with a person working on an assignment. It may also be a question of submitting a report to the Disciplinary Committee (DAN) for further investigation and any decisions on disciplinary measures against a student.
Prohibition on reprisals
The person who has reported discrimination or has called attention to an education provider breaching the Act (e.g. by not actively preventing harassment) has legal protection against punishment (i.e. being subjected to reprisals). This protection applies even when the person has participated in a Discrimination Act investigation or repulsed or given in to harassment or sexual harassment.
Examples of reprisals include lower grades, harassment in teaching, threats of violence and other unfair or disadvantageous treatment.