Diversity

Policy against Discrimination

Introduction

According to the Discrimination Act (Discrimination Act 2008:567), employers are required to conduct preventative and targeted work to actively promote equal rights and opportunities in the workplace and to counteract discrimination regardless of gender, transgender identity or expression, ethnic affiliation, religion or other beliefs, disability, sexual orientation, or age.

Regent strongly distances itself and views all forms of discrimination very seriously. We believe that companies with employees from diverse backgrounds, experiences, and perspectives create a more innovative, proud, and efficient workplace.

Grounds for discrimination

Gender refers to equal rights, obligations, and opportunities for men and women, and that gender should not be a barrier to personal development.

Transgender identity or expression refers to someone who does not identify as a woman or a man, or through their clothing or otherwise expresses belonging to a different gender than their biological one.

Ethnic affiliation refers to national or ethnic origin, skin color, or other similar circumstances.

Religion or other beliefs refer to all those who have a religion or another belief system.

Disability refers to lasting physical, mental, or cognitive limitations of a person’s functional ability as a result of an injury or an illness that was present at birth, has arisen since then, or can be expected to arise.

Sexual orientation refers to homosexuality, bisexuality, and heterosexuality.

Age refers to the achieved lifespan. Protection against age discrimination applies to both older and younger individuals.

In addition to the grounds of discrimination according to the Discrimination Act, there is also a prohibition of discrimination against part-time/temporary employees.

Discrimination

Discrimination means the following:
Direct discrimination: that someone is disadvantaged by being treated worse than how someone else is treated, has been treated or would have been treated in a comparable situation, if the disadvantage is related to one of the grounds of discrimination.
Indirect discrimination: that someone is disadvantaged by the application of a provision, criterion or procedure which appears to be neutral but which may disadvantage persons or groups of persons connected with one or more of the grounds of discrimination.
Harassment: a behavior that violates someone’s dignity and that is related to one of the grounds of discrimination. What harassment has in common is that it makes a person feel insulted, threatened, offended or mistreated. It is you who are the victim of harassment who decides what is offensive.
Sexual harassment: an act of a sexual nature that violates someone’s dignity. It is you who are exposed who decides what is offensive and what makes, for example, the workplace feel insecure.

Responsibility

Cooperation

The employer and employees must actively cooperate for a workplace that is free from discrimination.

The employer’s responsibility

The management of the company has the overall responsibility for this policy.

In the case of Harassment or Sexual Harassment: If the employer or a representative of the employer (eg a manager) becomes aware that an employee in connection with the work considers himself to have been subjected to harassment or sexual harassment, the employer is obliged to investigate the circumstances surrounding the reported harassment. Where applicable, the employer shall take the measures that may reasonably be required to prevent harassment in the future. The investigation must be documented and followed up.

Working conditions: The employer must implement reasonable measures to ensure that the working conditions are suitable for all employees, regardless of gender, ethnicity, religion or other beliefs. The employer must make it easier for both female and male employees to combine gainful employment and parenthood. The employer must take measures to prevent and deter any worker from being subjected to harassment or retaliation related to gender, ethnicity, religion or other belief or to sexual harassment.

Recruitment : The employer shall work to ensure that people regardless of gender, ethnicity, religion or other belief are given the opportunity to apply for vacant employment.

Even distribution in the workplace: If there is no even distribution between women and men, the employer must make a special effort in the case of new hires to get applicants from the underrepresented sex. The employer must also, through skills development and the like, promote an even distribution between women and men in different types of work and within different categories of employees.

Equal pay: Every three years, the employer must map and analyze regulations and practices on wages and other terms of employment between women and men who perform work that is to be regarded as equal or equivalent. If the employer has more than 25 employees, an action plan for equal pay must be drawn up every three years.

Gender equality plan: The employer, with more than 25 employees, must draw up a plan for its gender equality work every three years. The plan must contain analysis / mapping, concrete measures, measurable goals and evaluation.

Employee responsibility

All employees must actively work to realize an organizational culture that is equal and that promotes an inclusive approach and an open-minded workplace.

An employee who commits harassment may be subject to disciplinary action. Finally, termination or dismissal may be relevant.

Employer responsibility

The management of the company has the overall responsibility for this policy and implements active measures to counteract discrimination or harassment.

Active measures

To combat discrimination and promote a safe and fair workplace, ongoing active work is carried out and documented in writing.

Plan and implement to ensure work processes and decisions that consider the equality perspective.
Follow up and investigate if there are risks for inequality and discrimination: identify barriers to achieving equal rights and opportunities.
Analyze the causes of the risks and barriers that are identified.
Implement measures to promote equal rights and opportunities, advance equality, gender equality, and prevent discrimination.

Examples of active measures at Regent include salary mapping conducted every year to ensure equal pay, as well as employee surveys that, among other things, examine discrimination.

Discrimination, Harassment, or Sexual Harassment

Employer

If the employer or a representative of the employer (such as a manager) becomes aware that an employee, in connection with their work, believes they have been subjected to harassment or sexual harassment, the employer is obligated to investigate the circumstances surrounding the reported harassment. Where appropriate, the employer must take measures that can reasonably be required to handle the current situation and prevent future harassment. The investigation should be documented and followed up.

Report Harassment or Discrimination

If you or a colleague are subjected to discrimination, harassment, or sexual harassment, you can turn to a manager, HR responsible, or a union representative. Talk to the person you trust the most; it doesn’t have to be your immediate supervisor. If you are unsure whether what you have experienced is discrimination or harassment, talk to someone anyway. It is not uncommon for those who are subjected to doubt what they have experienced and to downplay what has happened, especially if it occurs subtly and is difficult to pinpoint. If you experience discomfort, you should always talk to one of the aforementioned individuals.

Anonymity

You have the right to remain anonymous; if so, tell the person you are speaking with. However, in some cases, such as if the action forms the basis for a dismissal or is even criminal, we need your name in order to take full action.

Measures and Action Plan in Case of Discrimination or Harassment

In a situation where someone feels harassed, as a manager, you should take a number of measures:

Observe and listen to the person who has been subjected. Take notes of the incident and its course.
Contact HR if available and/or discuss with other group managers who can support you in the matter.
Talk with the accused perpetrator.
Collaborate with the union representative/safety officer.
Inform the higher management.
Issue a written warning or other action.
Follow up with the victim.
Review what measures need to be taken to prevent similar incidents.

Working Conditions

The employer shall implement reasonable measures to ensure that the working conditions are suitable for all employees regardless of age, gender, gender identity or expression, ethnic affiliation, disability, sexual orientation, religion, or other beliefs. The employer shall facilitate for both female and male employees to combine paid work and parenthood. The employer shall take measures to prevent and stop any employee from being subjected to harassment or reprisals related to age, gender, gender identity or expression, ethnic affiliation, disability, sexual orientation, religion, or other beliefs.

Equal Pay

Regent strives for equal pay, therefore an annual salary mapping is conducted to maintain this.

Recruitment

The employer shall work to ensure that individuals, regardless of age, gender, gender identity or expression, ethnic affiliation, disability, sexual orientation, religion, or other beliefs, are given the opportunity to apply for vacant positions.

Equal Distribution in the Workplace

If there is not an equal distribution between women and men, the employer should make special efforts to attract applicants of the underrepresented gender when hiring new employees. The employer should also promote an equal distribution between women and men in various types of work and among different categories of employees through competence development and similar measures.