Sexual harassment

The checklist contains questions about the organisation's work to reduce the risks of sexual harassment. It can be used to increase knowledge about the work environment, sexual harassment, and law enforcement officers. The checklist is based on the structure, terminology, and rules of the Discrimination Act, but also refers to the commissions on systematic work environment management and organisational and social work environment. The checklist is suitable for use by the responsible manager or supervisor together with the safety representative or other union representative. Keep in mind that the law and commissions do not apply to customers or users. If an employee is subjected to sexual harassment by customers or users, it is a work environment problem, but customers or users cannot be held responsible within the framework of the Discrimination Act or the work environment legislation. For more information and tips – click on the "i" symbol. Supervisory authorities are the Discrimination Ombudsman for DL and the Swedish Work Environment Authority for the work environment act, (wem), and organisational and social work environment.

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Date

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Participants

Question	Risk assessment:
	Low	Medium	High
1. Have you investigated whether there is a risk of sexual harassment?
a) Have the causes of the risks been analyzed?
b) Have employee representatives been involved in the work environment?
2. Have measures been taken to prevent sexual harassment?
a) Have the measures been followed up and evaluated?
b) Have the measures been scheduled?
3. Is there documentation on the process of preventing sexual harassment?
a) Is there a record of the risk investigation?
b) Is there a record of the analysis of identified risks?
c) Is there a record of planned measures?
d) Has the follow-up and evaluation of the previous year's planned measures been accounted for?
e) Is there a report on the follow-up and evaluation of guidelines?
f) Is there an account of the follow-up and evaluation of procedures?
g) Has there been an account of how cooperation (between employers and employees) with the employees has taken place?
4. Have any individual cases of sexual harassment or retaliation been reported or otherwise detected in the past 12 months?
a) Has the situation been investigated?
b) Has the situation been resolved?
c) Have measures been taken to prevent this from happening again?
5. Who is responsible for initiating an investigation in the event of knowledge of sexual harassment in the workplace?

Question	Risk assessment:
	Low	Medium	High
6. Are there guidelines for preventing sexual harassment? For instance, could there be a policy indicating that the employer does not tolerate sexual harassment?
a) Have the guidelines been followed up and evaluated?
b) Do the guidelines also cover retaliation?
c) Are the guidelines known to managers and employees?
7. Are there procedures for managers and employees if sexual harassment occurs?
a) Have the procedures been followed up and evaluated?
b) Do the procedures also cover retaliation?
c) Is there a clear division of responsibilities in the procedures?
d) From the procedures, is it clear to whom the employees can turn if they feel harassed?
e) Is there a description in the procedures of what happens when an employee draws the employer's attention to sexual harassment?
f) Is there a description in the procedures of how and where those who are vulnerable can quickly get help?
g) Are there descriptions of the potential consequences of sexual harassment in the procedures?
h) Do managers and employees know the routines?

Question	Risk assessment:
	Low	Medium	High
8. Do those responsible for investigating and preventing sexual harassment have sufficient knowledge and support for this?
9. Have managers received training on sexual harassment and discrimination?
10. Has the safety representative or union representative received training on sexual harassment and discrimination?
11. Do employees have sufficient knowledge of what sexual harassment and discrimination are?

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Sexual harassment

General information about the checklist

Processes (1-5)

Have you investigated whether there is a risk of sexual harassment?

Have measures been taken to prevent sexual harassment?

Is there documentation on the process of preventing sexual harassment?

Have any individual cases of sexual harassment or retaliation been reported or otherwise detected in the past 12 months?

Who is responsible for initiating an investigation in the event of knowledge of sexual harassment in the workplace?

Policies and procedures (6-7)

Are there guidelines for preventing sexual harassment? For instance, could there be a policy indicating that the employer does not tolerate sexual harassment?

Are there procedures for managers and employees if sexual harassment occurs?

Knowledge and social support (8-11)

Do those responsible for investigating and preventing sexual harassment have sufficient knowledge and support for this?

Have managers received training on sexual harassment and discrimination?

Has the safety representative or union representative received training on sexual harassment and discrimination?

Do employees have sufficient knowledge of what sexual harassment and discrimination are?

Processes

Policies and procedures

Knowledge and social support