An Easy Way In and what is harassment?

The Sahlgrenska Academy has a special ombudsman for students and doctoral students, whose task it is to provide information, support and guidance to people wanting to report what they experience to be harassment. The ombudsman is bound by confidentiality, so as a student you can discuss an incident without the information being passed on.

Harassment is unwelcome behaviour which relates to the seven grounds of discrimination. Sexual harassment is harassment of a sexual nature, such as physical violations, sexually suggestive behaviour, unwelcome looks or comments.

If you feel that the situation or behaviour you have experienced is unsuitable, you can seek help. No student should be made to feel vulnerable during their studies. You do not have to deal with this alone.

Want to know more about harassment?

Your ombudsman

Eva Fluur Jonson 
enkelvag@saks.gu.se
+46 766 18 65 59

Drop-in Tuesdays 09:00–13:00, other times by appointment.
During drop-in hours, the ombudsman can be found in the room next to the prayer room at Medicinaregatan 5B.

How to make a report

About the project An Easy Way In

An Easy Way In is a project launched in the autumn of 2017 by the Sahlgrenska Academy in collaboration with the Sahlgrenska Academy Student Union and the University of Gothenburg student union. The project aims to give students and doctoral students at the Sahlgrenska Academy an easy way to talk about discrimination or abuse, and in connection with this receive information about how to report or follow up on their experiences.

How is a report made?

A situation/incident has occurred

If you have experienced something that does not feel right, you can talk about it with the ombudsman. The ombudsman can discuss the event with you and support you, and give you guidance on what to do next. You can also speak directly to a university employee that you trust. University employees are obliged to report the matter for further investigation.

Talk to an ombudsman

Once you have spoken to the ombudsman, it is up to you how to take things further. You can report the situation to the university, which then has a duty to conduct an investigation. The ombudsman will help you by explaining the process and they can support you throughout the process, should you want them to. If you have anything that can support your report such as documents or witnesses, you can include them in your report. You can get help with sorting information, reviewing materials, and writing your report.

An anonymous report is created

A report is created within the project. The report includes statistics from the project and, if possible, identified issues that the Sahlgrenska Academy must focus on more. Individuals or problems cannot be identified based on the information in the report. When seeking help from your ombudsman, you can rest assured that your information is handled discretely.

How do we handle a report?

The university has a duty to investigate. Should the university become aware that discrimination, harassment or abuse may have taken place, the university must investigate this. The university must then decide what consequences are suitable, considering the information produced. As part of the investigation, the investigator will collect information about all aspects of the situation: documentation, recordings, photographs and conduct interviews with people who might be able to provide important information.

Report the matter to the university

If you choose to move forward and submit the information to the university, the matter must be investigated. At your department, the head of department decides how the investigation shall be conducted and any measures to be taken as a result of the investigation. To carry out an investigation, the head of institute can delegate responsibility or involve the Occupational Health Service or Student Health Centre. The head of institute can ask to review materials or interview persons who may have additional information. Information sent to the university becomes public documents but shall be assessed for confidentiality before being disclosed to third parties.

Close the matter without further action

You do not have to inform the university of what you or someone else has experienced. You can come and discuss the matter with the ombudsman and then decide what you feel is best. After discussing the matter you can choose not to proceed any further. In that case, no investigation will be opened and the university will not have detailed information about the environment that you are describing.

What is harassment?

Harassment is unwelcome actions where behaviour can be linked to the seven grounds of discrimination: gender, gender identity or expression, ethnicity, religion or other faith, disability, sexual orientation or age.

Sexual harassment is harassment of a sexual nature, such as physical violations, sexually suggestive behaviour, unwelcome looks or comments.

If you feel that the situation or behaviour you have experienced is unsuitable, you can seek help. No student should be made to feel vulnerable during their studies. You do not have to deal with this alone.

To learn more about harassment and discrimination, visit the Equality Ombudsman.

You can also learn more on the university’s website.

For students in first-cycle, second-cycle, and third-cycle studies 

For employed doctoral students

The University of Gothenburg’s own governing documents on work environment and equal treatment 

What is discrimination?

For an incident to qualify as discrimination, a person must have been disadvantaged compared to others in a similar situation, and the disadvantage must be based on one of the established grounds of discrimination. Harassment is also defined in the Discrimination Act and concerns behaviour which violates a person’s dignity.

Certain actions can also be illegal according to the Penal Code. You can discuss these matters with the ombudsman as well, and investigations may be conducted both by the university and the police or prosecutor.

If a student or doctoral student feels violated but the incident cannot be linked to the grounds of discrimination found in the Discrimination Act, it does not qualify as harassment. An incident where someone is made to feel uncomfortable can severely impact their studies and shall be taken seriously and investigated as a work environment problem. Conflicts can also be perceived as difficult, and it is important to differentiate between a conflict where two or more persons are arguing compared to a situation where one or more persons are disadvantaged on discriminatory grounds.