Equality and non-discrimination policy

We believe that people with different experiences and perspectives are a crucial factor in creating a successful and learning organization. All staff should have the same rights, obligations, and opportunities regardless of gender, gender identity or expression, ethnicity, faith, disability, sexual orientation, or age. The same rights, obligations, and opportunities also apply regardless of religious, theological, or ideological beliefs, as well as of our different personalities, experiences, lifestyles, education, values and family situations.

The purpose of our non-discrimination policy is to create a workplace where all employees have equal opportunities, rights, and responsibilities.

Discrimination is a personnel matter for us, not a private concern of the individual affected. It is important that we, as an employer, are prepared to handle the issue if it arises in the workplace.

Everyone can help prevent discrimination in the workplace by being mindful of their language and behavior, challenging unacceptable conduct in others, and supporting those who are affected.

This policy covers incidents in the following contexts:

• in the workplace,
• in a work or study situation outside the primary workplace,
• in connection with applying for a job or education.

The Discrimination Act includes six types of discrimination:

• Direct discrimination
  Direct discrimination means that an employer must not disadvantage a job applicant or employee by treating them worse than the employer treats, has treated, or would have treated another person in a comparable situation. For it to be considered discrimination, the disadvantage must be related to one of the grounds of discrimination (gender, gender identity, ethnic background, religion, disability, sexual orientation, and age).

• Indirect discrimination
  Indirect discrimination means that an employer must not disadvantage a job applicant or employee by applying a provision or criterion that appears neutral but in practice particularly disadvantages individuals protected under the Discrimination Act. If the provision, criterion, or procedure is appropriate or necessary and can be justified by objective factors, it is not considered discrimination.

• Harassment
  Harassment refers to behavior in the workplace that violates the dignity of a job applicant or employee and is related to one of the grounds of discrimination. For it to be considered harassment, the act or behavior must be unwanted and result in harm or discomfort.

• Sexual harassment
  Sexual harassment refers to behavior of a sexual nature that violates an employee’s dignity. The actions or treatment must result in harm or discomfort and thereby violate the individual’s dignity. Furthermore, the behavior must be unwanted, and the harasser must be aware that their behavior is offensive to someone.

• Lack of accessibility
  Lack of accessibility refers to a situation where a person with a disability is disadvantaged because the employer does not take the necessary measures to ensure accessibility, which are required for the employee to be placed on an equal footing with employees without that disability.

• Instruction to discriminate
  Instruction to discriminate means that an employer gives orders or instructions to an employee to discriminate against a person.

We take all forms of discrimination very seriously and will never tolerate such incidents within our organization. Our goal is to create a workplace that is completely free from discrimination and retaliation.