9 February 2011 V 2011/1 Revised 28 March Equal Treatment Plan of the School of Business, Economics and Law, University of Gothenburg 2011

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1 1(6) 9 February 2011 V 2011/1 Revised 28 March 2011 Equal Treatment Plan of the School of Business, Economics and Law, University of Gothenburg 2011 Introduction The Equal Treatment Plan of the School is based on the equal treatment policy of the University of Gothenburg drawn up for and the Swedish Discrimination Act (SFS 2008:567). The purpose of the latter is to combat discrimination and in other ways promote equal rights and opportunities regardless of sex, transgender identity or expression, ethnicity, religion or other belief, disability, sexual orientation or age (Ch.1, Sec.1). The University s equal treatment policy is based on its strategic plan 2 and emphasises the fundamental values and the vision of the University in the area of equal treatment for the period. The Equal Treatment Plan of the School of Business, Economics and Law is a concretisation at the Faculty level of the general guidelines specified in the policy, and applies to everyone working at the School. By way of introduction, the areas of responsibility of the equal treatment policy of the University of Gothenburg and the Equal Treatment Plan of the School of Business, Economics and Law have been extended. The Vice Chancellor of the University of Gothenburg determined on 22 January 2007 that the three areas (1) equality of opportunity between women and men, (2) equality, and (3) equal treatment are to be integrated. This means that the area of equal treatment, within the framework of the University of Gothenburg, covers these three areas. In the policy of the University, five areas are accentuated as central to an equal treatment perspective: Precluding and preventing harassment. Staff and competence provision/recruitment. The School of Business, Economics and Law at the University of Gothenburg as a workplace. University education. Accessibility for disabled people. The equal treatment plan of the School of Business, Economics and Law is based on these areas, in relation to the specific situation of the activities at the School. The areas apply to everyone working at the School. Below, the five areas are described with a focus on objectives, measures and responsible parties. The measures are divided into process measures and specific strategic measures. The former should be viewed as of ongoing importance for the future work of the School of Business, Economics and Law. The latter are measures in focus during Since the School of Business, Economics and

2 2(6) Law hosts many foreign students and teachers/researchers, the plan is made available in English as well. In addition to the concrete measures mentioned in the plan, it is our ambition, on a general level, to continue to be active in equal treatment work and to uphold and further develop the level of readiness and the existing awareness among employees at the Faculty. Precluding and Preventing Harassment The general objectives are to preclude and prevent harassment between individuals working at the School of Business, Economics and Law, and to increase visibility in equal treatment matters. No one who is in contact with the School of Business, Economics and Law should doubt that work with equal treatment matters is a high priority area. A first step in precluding and preventing harassment is that every individual working or studying at the School of Business, Economics and Law is to be aware, at a minimum, that there are action plans, a specific policy and legislation in this field. They should also know where more information can be obtained. 1. The following information, at a minimum, must be obtainable from the website of the School of Business, Economics and Law and its Departments or equivalent: a) The equal treatment policy 3 of the University of Gothenburg. b) The action plan of the School of Business, Economics and Law. c) The action plan of the Departments or equivalent. d) Information about legislation and administrative routines. 4 e) The brochure Guidelines for situations in which students experience harassment or discrimination. 5 f) Information about who to contact, i.e. representatives of Faculties, Departments or equivalent, students, doctoral students, and, if the matter concerns accessibility, guidance counsellors and the custodian of the premises. On the website of the School of Business, Economics and Law and also of the Departments or equivalent, the above information shall be obtainable under a separate, clearly visible, heading concerning equal treatment. 2. In addition to the presentation on the websites, the information mentioned under item 1 above is to be given to all recently employed and all newly admitted students at all levels. 3. There are to be regular meetings with the equal treatment committee at the School of Business, Economics and Law, at which the representatives of the Faculty, the Departments or equivalent, doctoral students and the students are included. The convener of these meetings is the Faculty representative. The committee and the representatives are to work for the discussion of and dealing with topical issues at all levels at the School of Business, Economics and Law

3 3(6) 1. The representatives at each level, in cooperation with concerned persons at the Faculty office and people working with information and staff matters, are to see to it that the pertinent information is available on the website. 2. People working with staff matters are responsible for conveying the above information to all new employees and doctoral students. The Directors of Studies are to inform all newly admitted students. 3. The Faculty representative is to see to it that regular meetings are held with the equal treatment committee, and that the group works actively to promote and deal with equal treatment issues. Staff and Competence Provision/Recruitment Creating a broad recruitment base is important in order to implement satisfactory equal treatment in connection with recruitments. It is our objective to create a broad recruitment base in connection with all new recruitment. In order to implement this objective, it is essential that those who are responsible for and initiate recruitment are aware that the equal treatment perspective is always to be observed. It is also vital that experts appointed in conjunction with recruitment be appointed from as broad a base of representation as possible. 1. Through updated information (see Precluding and Preventing Harassment above), all personnel initiating new recruitment procedures should be made aware of the broad recruitment base objective. 2. It is especially incumbent upon these individuals that the announcement of vacancies is preceded by an analysis of the current mix of staff in the area in question, and that the announcement of vacancies is formulated so that a broad recruitment base is established. The experts appointed in an advisory capacity are to be selected from as broad a base of representation as possible. If this is not the case, reasons must be given. 1. The representatives at each level, in cooperation with concerned persons at the Faculty office and individuals working with information and staff matters, are to ensure that updated information is available to all personnel initiating new recruitment procedures. 2. All personnel who initiate and are responsible for recruiting must see to it that an analysis of the current mix of personnel is carried out, and that the announcement of the vacancy is formulated as to open up for a broad recruitment base. It is incumbent upon the teacher appointment committee to ensure that the formulation of the announcement of the vacancy is satisfactory considering the analysis of the personnel mix and, if it is not, to point out flaws. The committee is also to see to it that the experts appointed come from as broad a representation as possible.

4 The School of Business, Economics and Law at the University of Gothenburg as a Workplace 4(6) The primary objective of The School of Business, Economics and Law as a workplace is to ensure that every individual working at the School has the necessary information and knowledge to be able to contribute to a supportive and encouraging work environment for themselves and others free from prejudice and harassment. 1. Updated information (see Preventing and Precluding Harassment above) on laws, policies, plans, contact information, etc. will enable every individual working at the School of Business, Economics and Law to contribute to a work environment free from prejudice and harassment. 2. In order to help parents of small children reconcile work and family life, lectures and meetings are to be held between 9 a.m. and 4 p.m. When this is not possible, alternatives should be offered so that those affected will be able to obtain the information in some other way. 3. Inform about and actively facilitate for all new employees and doctoral students to attend the introductory training course of the University of Gothenburg and actively enable all employees and doctoral students to attend leadership and competence raising courses at the University of Gothenburg Every time there is a general review of salary levels, the salary levels for the different groups of employees at the Faculty are to be reconsidered. Specific strategic measures: 5. Implement the project Women s and men s progression in their careers with a view to identify and analyze any differences in the time gap between the steps on the career ladder; PhD, associate professor and professor, of men and women in the School of Business, Economics and Law. 1. The representatives at each level, together with concerned persons at the Faculty office and individuals working with information and staff matters, are to ensure that everyone working at the School has access to information and knowledge on these matters. 2. Every individual working with scheduling and booking of meetings should take the time restrictions mentioned into consideration or ensure that satisfactory alternatives are offered. 3. Those working with staff matters should disseminate information well in advance about the in house courses of the University of Gothenburg. 4. The Dean is to ensure that analyses of salary levels are made. 5. Inga-Lill Johansson and Staffan Granér are responsible for the operationalisation and implementation of the Women s and men s progression in their careers project. 6

5 University Education 5(6) Objective The objective of The School of Business, Economics and Law is to counteract all forms of discrimination in educational activities carried out at the School. This means both to counteract discrimination in day to day activities in relation to employees, doctoral students and students, and that the employees and doctoral students of the School are to be active role models with an obligation to inform the students at the School about these matters. This also includes an obligation to promote reasonable conditions for studies at the School of Business, Economics and Law for all groups in society, regardless of background. 1. Send out information regularly to all upper secondary schools in the Gothenburg area inviting the students to come to the School of Business, Economics and Law for an educational visit. 2. Increase cooperation with Career Service at the School of Business, Economics and Law, so that Career Service will come into contact with the students at an early stage in their university education. This will enable Career Service to start supporting the students early on in their studies, with their future professional lives in mind. 1. The public relations officer at the School of Business, Economics and Law is to establish and maintain contact with upper secondary schools in the Gothenburg area and also send out invitations for educational visits to the School. 2. Career Service is, together with the Directors of Studies, to expand and strengthen the cooperation. Accessibility for Disabled People The School of Business, Economics and Law is to be accessible to anyone who wishes to contact the School, and there is to be a readiness to receive persons with disabilities. Thus the head custodian of the premises must be aware of how to improve accessibility in order to facilitate for disabled people. This readiness also means that the guidance counsellors, who are often in contact with the students at an early stage in their studies, are to inform the head custodian, the teachers responsible for the courses and other relevant individuals about these matters. The guidance counsellors also play an important role as liaisons for these students. It must be easy for disabled individuals to find the person they are to turn to for the support they need. 1. There must be ongoing monitoring of readiness and accessibility for disabled individuals. 2. Guidance counsellors are to be aware of their obligation to inform the head custodian, teachers responsible for the courses, and other relevant individuals about matters relating to disabilities, and that they play an important role as liaisons for disabled students. 3. The name and contact information of the party responsible for accessibility matters is to be posted on the relevant websites (see Precluding and Preventing Harassment). 1. The head custodian is responsible for continuous monitoring of readiness and accessibility.

6 2. The Faculty representative is to ensure that the Directors of Studies are aware of their information duty and their role in the provision of support to students with disabilities. 3. The representatives at each level, in cooperation with concerned persons at the Faculty office and people working with information and staff matters, are to see to it that information on who to contact regarding accessibility matters is available on the relevant websites. 6(6)