Victimization and bullying
Victimization refers to actions directed at one or more individuals in an offensive manner. It can lead to ill-health in the person or persons subjected to it. If victimization is repeated and continues over a long period of time, it can develop into bullying.
Examples of actions that can be considered as victimization are
- Sexual harassment in the form of touching, unwanted advances, comments of a sexual nature
- Degrading, sarcastic and/or ridiculing comments about work performance
- Offensive or insulting comments about a person, opinions, appearance or private life
- Physical interference in the personal sphere, such as pushing, blocking the way
- Systematic ostracism by being ignored, not called to staff meetings, excluded from conversations
- Threats of violence or other abuse
If you are on parental leave and you are treated differently because of this, it can count as victimization.
Discrimination
Discrimination means that you are disadvantaged or treated unfairly and that this different treatment is related to a discrimination ground. The following seven grounds have special protection against discrimination under the Discrimination Act:
- Gender
- transgender identity or expression
- ethnicity
- religion or other belief
- disability
- sexual orientation
- age
Parental leave and fixed-term/part-time employees are also covered by special protection against discrimination. This discrimination protection is regulated in separate legislation.
Preventing victimization and discrimination
The employer is responsible for ensuring a healthy and safe working environment, and for preventing victimization and discrimination. The employer must be clear that victimization and discrimination are not accepted, for example in the work environment policy that must be in place.
Employees also have a responsibility to contribute to a good working environment, and should be involved in the work environment management. For example, you can discuss what might constitute victimization or discrimination in your workplace. Everyone should treat their colleagues well and be able to act if something goes wrong.
To prevent risks of victimization and discrimination, the employer should review the organizational conditions in the workplace. Situations that can increase the risk of victimization and discrimination include
- lack of clarity in the division of tasks, performance expectations and working methods
- high workloads
- conflicts
- reorganization, rationalization and restructuring leading to insecurity and competition between employees.
Procedures for dealing with victimization and discrimination
Employers need to have clear procedures for dealing with victimization and discrimination if it occurs. Safety representatives and employees must be given the opportunity to participate in the development of the procedures.
The procedures should clarify:
- Who should be told? That person should have the knowledge and ability to receive the information quickly.
- Who do you talk to if the offender is your immediate superior or someone you depend on? There should be alternatives.
- What happens to what I tell you? It should be clear who will receive the information and what will happen.
- What help is available for the victim? It should be provided by someone with the right skills from the human resources department, occupational health care, consultant or equivalent. It is important that it is done quickly and professionally.
What can I do if I am victimized?
- In the first instance, raise the matter with your manager. You can also turn to your safety representative, who can contact your employer.
- If you do not receive support, contact Naturvetarnas' member advice service to discuss how to proceed.