Mathem ska ha ett arbetsklimat som präglas av en positiv inställning till människor, med ömsesidig respekt, arbetsglädje, välbefinnande och gemenskap. Det är allas ansvar att värna om en god arbetsmiljö. Vi vill erbjuda en arbetsplats där mångfald är en självklar del och där vi har nolltolerans mot diskriminering, kränkningar och trakasserier.

Kom ihåg att du är en del av någon annans arbetsmiljö. Alla på arbetsplatsen är ansvariga för arbetsmiljön, vilket innebär att vi:

• Respekterar och accepterar varandra och varandras olikheter.

• Gör allt för att ingen ska lämnas utanför.

• Uppmärksammar och säger till om någon beter sig kränkande mot andra.

• Ger stöd till den som utsätts.

Mathem must have a work climate that is characterized by a positive view of people with mutual respect alongside job satisfaction, well-being and community, and it is everyone's responsibility to safeguard a good working environment. We want to offer a workplace where diversity is a natural part and we have zero tolerance for discrimination, violations and harassment.

Remember that you are someone else's work environment. Everyone at work is responsible for the work environment, and that means that we:

• Respect and accept each other and each other's differences.

• Do everything so that no one is left outside.

• Tell and pay attention if someone behaves insultingly towards others.

• Provide support to the vulnerable.

Policy against discrimination and victimization

Version: 2
Fastställd: 2018-07
Reviderad: October 2025
Dokumentägare: People
Godkänd av Chief People Officer

Mathem's work climate shall be characterized by a positive view of people with mutual respect, as well as job satisfaction, well-being and a sense of community. It is everyone’s responsibility to ensure a good work environment. We strive to offer a workplace where diversity is natural and we have zero tolerance for discrimination, abuse and harassment.

Definition

Discrimination means when someone is disadvantaged or violated on the basis of any of the seven grounds for discrimination – gender, transgender identity or expression, ethnic origin, religion or other belief, disability, sexual orientation and age.

To be viewed as discrimination, it must be related to one of the seven grounds for discrimination.

Victimization is defined as "Actions directed against one or more employees in an offensive manner that can lead to ill-health or their exclusion from the workplace community."

Victimization means that one or more people are humiliated through words or actions. Discrimination means being treated differently than others in an incomprehensible and unfair way and risking being excluded from the workplace community. These types of events are emotionally stressful, unpleasant and uncomfortable, especially for the person affected, and in the worst case can lead to serious mental illness.

At Mathem, we do not tolerate any form of victimization. Examples of victimization include not being greeted, being called a derogatory name, being excluded, being unfairly accused, being personally humiliated or being called mean names in front of others. Victimization can also take place via e-mail, text message and social media.

Sexual harassment is an act of a sexual nature that violates someone’s integrity. In addition to comments and words, it may be that someone, e.g., gropes or makes suggestive looks. It can also involve unwelcome compliments, innuendos, text messages and images of a sexual nature.

Sexual harassment is a form of discrimination under the Swedish Discrimination Act. Sexual harassment can also be a form of victimization in accordance with work environment legislation.

Sexual harassment can take place at the workplace, but also outside the workplace and normal work hours – if there is a connection to work. It could, for example, be events that occur during a business trip, at a party, or an excursion in which colleagues are together.

Regardless of the form of victimization or harassment, it is important to draw attention to the problem as a health and safety issue at an early stage and to deal with it accordingly.

What is not defined as victimization or harassment?

Temporary differences of opinion, conflicts and cooperation problems in general should be seen as normal occurrences at a workplace as long as the parties involved are respected and treated equally. Regardless of this, it is important to draw attention to any situation at an early stage and to act and deal with it accordingly.

Obligations and responsibilities:

“You are someone else’s work environment”. Everyone at work is responsible for the work environment. This means that we:

• Respect and accept each other and each other's differences.

• Do everything we can to ensure that no one gets left out.

• Speak up and draw attention to someone behaving offensively towards others.

• Provide the victim with support.

Reprisals

Mathem prohibits reprisals (negative consequences for employment) against someone who reports harassment or cooperates in an investigation in such a case. It is the company’s policy to thoroughly and promptly investigate any harassment complaint. As far as possible, those involved and the investigation must be treated confidentially.

Related legislation:

• Swedish Discrimination Act (2008:567)

• Organizational and social work environment (2015:4)