Equal treatment and gender equality policy for Föreningen Stapelbädden.
In its activities, STPLN assumes that each person is unique, has their own conditions and the right to be treated with respect. We must actively work for a work environment that is based on diversity and a culture where people are valued on the basis of personal merits and treated equally and with dignity.
· We have zero tolerance for abusive discrimination. This applies to staff, as well as volunteers, partners, customers and visitors.
· We must actively prevent and deter harassment or abusive discrimination through a constant dialogue about our values and through the power of the good example.
· All are treated equally, regardless of gender identity, ethnicity, sexual orientation, disability or age.
· All employees are given opportunities to develop and grow in their respective roles.
· STPLN shall work for an even gender distribution within the operations and especially work to break norms.
· The principle of equal pay for equal work shall be applied.
The policy covers all employees regardless of form of employment and also applies to temporally hired employees, volunteers, trainees and active partners and presupposes that each individual participates and takes responsibility in this context.
Deviations from the policy are reported to the operations manager, who is responsible for following up and taking relevant measures. If this is not applicable, the board is responsible for rectifying irregularities.
STPLN follows up and reports on how the equal treatment and gender equality policy is complied with in the Operations Report. Gender distribution in terms of employees is also reported here.
The Board monitors salary developments and ensures that the principle of equal treatment is complied with.
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Guidelines: Harassment
STPLN's guidelines and routines have been developed with the aim of preventing and deterring harassment in all forms including sexual harassment, abusive discrimination and reprisals. The active measures cover all seven legal grounds of discrimination. In addition, we will also investigate and analyse whether other measures - which extend beyond these - need to be taken. The goal is to prevent and deter all forms of harassment by having clear guidelines that are precise, transparent, easy to carry out and follow up on.
Guidelines
STPLN will be a safe and inclusive place with great respect for the individual's integrity and the right to be treated in a respectful manner. In this regard, we place high demands on members, the board, staff, visitors, volunteers and partners when it comes to following these guidelines.
We do not accept any form of harassment, threats, unwanted approaches or the like and have zero tolerance for sexist or racist acts and opinions.
STPLN's Equal Treatment Document is the basis of our work, but we are continuously developing our ability to detect irregularities and trim our tools to prevent and deal with harassment and discrimination.
Routines
We work with a participatory culture that gives all participants at STPLN great opportunities to influence their own activities but also great responsibility to ensure that both Swedish national law and STPLN's values and norms are maintained in all parts and at all levels.
The individual has the right to act and reprimand if these are violated, but also has the opportunity to raise the issue with the management or the board. Violations must always promptly be reported in a deviation report. Measures that follow these reports must also be documented.
If someone considers themselves harassed, sexually harassed or subject to reprisal, they should turn to the management who is responsible for the incident or allegations being investigated. The management shall keep the board informed in such matters.
The management must also follow up and evaluate the guidelines and routines that exist.
Investigate
When the management / board becomes aware that an employee, volunteer or visitor considers themselves to have been subjected to harassment, abusive treatment, sexual harassment or reprisals, and the latter has confirmed this, the management / board shall investigate the circumstances and take the necessary measures to prevent the harassment. The investigation must be done discreetly and with consideration and respect for those involved.
What should I do if I feel exposed?
• Tell them off. If it cannot be considered obvious to the person exposing you to the act that it is offensive, you need to mark that he or she crossed the line.
• Report to the management immediately. It is more difficult to remedy a situation the longer it takes.
• Take notes. Write down what happened and when - it can help you remember important circumstances, such as time, place and other things that can clarify what happened.
The management shall:
• Ensure that the Equal Treatment Document as well as guidelines and routines are available to employees, volunteers, partners and participants in activities.
• Act quickly and without delay.
• Talk to those who consider themselves vulnerable and inform them of the progress of the forthcoming investigation and about opportunities to act further.
• Talk to the person(s) accused and inform them on the progress of the upcoming investigation.
• Form our own opinion (it is not assumed, however, that we take a final position on who is telling the truth in substance).
• Inform the board.
• Get expert help on the investigation if deemed necessary.
• Take steps to end harassment; inform, reprimand, written warning, termination/suspension.
• Inform those concerned about what is happening.
• Follow up with the measures taken.
• Document the investigation and the measures.
The board shall:
• Stay informed.
• Follow up on measures taken.
• Support business management with measures.
• Work strategically to ensure that guidelines and action plans are current and relevant.
• If necessary, inform principals, financiers and partners.