Gender equality

In August 2022, the vice-chancellor approved an equality plan for 2023–2025. The plan divides the work on promoting equality into three distinct areas: studying and teaching on equal terms, working on equal terms, and researching on equal terms. Below, you find links to the new equality plan and related documents.

Equality plan 2023–2025 .pdf

The #Metoo campaign drew attention to the existence of sexual harassment and assault in various social contexts and professions, and the culture of silence and power hierarchies that govern different forms of sexual assault. In Akademiuppropet, 2,400 women joined forces against harassment and assault in the university world. Several studies have highlighted the occurrence of sexual harassment and assault in private and working life. A study of physical and sexual violence during adult life (Heimer, Lucas & Andersson, 2014) identified that 50 % of women and 15 % of men had experienced sexual violence in their adult years. This corresponds with the WHO definition of sexual assault, humiliation or harassment. Four out of ten women and approximately one out of ten men had experienced sexual harassment in the form of unsolicited, risqué letters, sexual comments, propositions and invitations. A different study (Lundgren, Heimer, Westerstrand & Kalliokoski, 2001) found that one in three female students had been sexually harassed the previous year. Bodenstam and Carstensen (2004) conducted an interview study to examine the characteristics of sexual harassment at Uppsala University. The main findings identified by the researchers were denial, that there was no point in reporting, fear of being misunderstood, a lack of someone to turn to and loyalty to the assailant.

Few students or members of staff at Swedish higher education institutions report sexual harassment. Over a twelve-month period, occasional reports will be submitted to the Equality Ombudsman.
The senior management team at Linnaeus University identified a need to survey sexual harassment at the university. The record does not provide information on the scope of sexual harassment; however, it does show insight into the characteristics of events. It is likely that the examples of harassment in the report are not unique, nor specific to Linnaeus University and could happen at any other higher education institution. There are no grounds to believe that the situation is more serious at Linnaeus University than at other Swedish HEIs. However, the reports of harassment suggest a seriousness that can also form the basis for local changes and development work. A similar collection of reports has been carried out at Chalmers University of Technology, where students were encouraged to submit their accounts https://www.chalmers.se/sv/nyheter/Sidor/tala-oppet-om- vardagssexismen.aspx).

In 2017, the Vice-Chancellor of Linnaeus University commissioned a workgroup to survey incidents of sexual and other forms of harassment amongst students and staff. The commission follows the Linnaeus University plan for integration of equality and equality policy targets. It further meets the changes in the Swedish Discrimination Act (2008:567) referring to proactive measures and plan for equal rights and opportunities. Students and staff were encouraged to submit anonymous accounts via an online portal in order to map harassment and sexual harassment. This report is a compilation of these accounts and provides an idea of the incidents to have come to light in the reports. This report is not comprehensive, as it is likely that not all targets of harassment submitted their accounts.

The aim is to provide a qualitative overview of sexual harassment at the university and the reactions and consequences of sexual and other forms of harassment identified in the accounts submitted. This information will result in proposals for preventative measures.

 Report: Accounts of sexual harassment and assault at Linnaeus University