Work environment at OnkPat

If an incident of suspected discrimination or harassment becomes known, KI has an obligation to investigate and, where appropriate, take action so that any form of discrimination or harassment will come to an end. 

There are no formal requirements for a complaint, but a written statement can often be a good way to call attention to a perceived harassment or discrimination, but it can also start with an informal conversation. It is important to be active and seek help for the perceived harassment or discrimination. 

When KI becomes aware that someone feels unfairly treated, which may include a matter of discrimination or harassment, an internal investigation will be undertaken. If you want to discuss your situation confidentially with someone you can as an employee or scholarship-funded doctoral/post-doctoral student contact Avonova. As a doctoral student you can also contact the doctoral students’ Ombudsperson. Doctoral students and undergraduate students can also contact the KI Student Health Center. 

The investigation should take place as close as possible to the event of unfair treatment, such as at the department concerned. Sometimes, however, this is inappropriate, for example because of conflicts of interest, and then the investigation can be performed centrally instead. The investigation requires a statement of what has happened which can be prepared either written or orally. 

The purpose of an investigation is to clarify the circumstances of a declared event or perception of unfair treatment. The result from the inquiry will be the basis for decisions on which actions that need to be taken to make the unwelcome behavior to stop. The investigation must be carried out promptly, objectively and legally secure. It should be documented and followed up. 

It is important that the employer remains neutral and that the investigator acts as discretely as possible. The investigator should keep all involved parties informed of the proceedings. Inquiries should always be followed up to ensure that problems are solved and that the person feels that the unfair treatment has ended. 

Some advice 

• It is you who are feeling exposed that determines whether the act or behavior is unwelcome. 

• React immediately if you feel exposed. 

• Clarify for those who have subjected you that the behavior is unwelcome on your part.

If you experience discrimination or harassment, please reach out for support and guidance.

Within the Department

• First point of contact: Your Group Leader
• Alternatively, contact:
  • Ola Larsson – Head of Department
  • Ulrika Almquist – Head of Administration
  • Anne Jensen – Head of HR

For Researchers

• Nick Tobin

Occupational Health Services

• Avonova offers up to two confidential visits per year. Additional visits must be arranged by your local manager or HR representative. Read more about Occupational health care at KI. 

For Students and Doctoral Candidates

Please contact the following, in order of priority:

1. Per Hydbring – Director of Postgraduate Education (OnkPat)
2. Doctoral Student Ombudspersons, can be contacted anonymously
3. Erika Rindsjö – PhD Student Administrator
4. Sylvya Pasca – Student Representative
5. Student Health Centre – studenthalsan@ki.se

Educational and Equal Opportunities Office

• Kristina Ullgren – Coordinator

Organisation 

The department has a working group consisting of six members who work on issues related to equal opportunities. The group consists of an equal opportunities representative/HR manager, a senior researcher/GUA, a senior research specialist/director of doctoral studies, a postdoctoral representative, a student representative, and a doctoral studies administrator/communications officer. 

Objective 1: Increase knowledge about equal opportunities among employees and students 

Actions: 

• Provide contact information on whom to turn to if individuals feel harassed, discriminated against, or treated inappropriately. Information will be published on the department's websites and will also be discussed at departmental meetings, breakfast meetings, and other gatherings. Information material will be distributed to students and staff during the introduction – during this, we will particularly emphasize the importance of seeking help if harassment occurs. We have zero tolerance for harassment and discrimination. (Responsible: HR manager, with the help of working group members.)

• During the annual kick-off 2025, the Student Ombudspersons will participate to introduce themselves and inform about what they can and cannot help with regarding issues occurring during doctoral studies. 

• An introductory meeting is held for newly admitted doctoral students in connection with the ISP seminars, where information about equal treatment and opportunities is provided. The doctoral student is given the opportunity to ask questions about the subject to the director of doctoral studies, the doctoral studies administrator, and the doctoral student representatives. Responsible: Director of doctoral studies. Additionally, each individual is responsible for their part of the introduction. 

• The equal opportunities work at KI includes promoting equal rights and obligations, as well as eliminating all forms of discrimination, harassment, and bullying. This practically means that all employees at KI should treat others with respect and promote a safe and inclusive work and study environment. Knowledge about discrimination and equal opportunities is important, and we recommend that employees complete this 1-hour web course in Canvas: Equal Opportunities at KI.  

• Ensure that all information about equal opportunities is available in both Swedish and English on the department's websites. (Responsible: Communications officer)

Goal 2: A positive psychosocial work environment 

Actions: 

• Organise social activities with the goal of increasing interaction and contributing to a safer work environment. Examples of such events: the annual kick-off, the departmental party, and breakfast meetings. Social gatherings at the Medical Association 4 times a year. (Responsible: GUA and HR manager organise the first half of the year, then others in the group.) 

• During employee appraisals, the head of department encourages group leaders to be attentive to cases of discrimination or bullying in their respective groups. In such cases, the circumstances must be investigated, and measures taken. In turn, group and team leaders should raise these issues during their employee appraisals. We have zero tolerance for harassment and discrimination! (Responsible: Head of department, group leaders, and team leaders.) 

• Increase knowledge and awareness among group and team leaders about the positive effects on the psychosocial work environment of good leadership. Encourage group and team leaders to participate in courses and seminars on leadership. (Responsible: Head of department and administrative manager.)

• The work with "OnkPat Ladies" continues to support female researchers at the department. (Responsible: Brinton Seashore-Ludlow) 

Goal 3: Equal pay for equal work at the department

 Actions: 

• Identify gender-based pay differences during salary reviews to identify, resolve, and prevent incorrect differences. A discussion is held with managers during new hires and salary reviews to avoid unjustified pay differences between women and men. Responsible: HR manager