
What does the law say about gender equality and diversity?
Swedish legislation and EU rules make clear demands on working with diversity, gender equality, equity, and anti-discrimination.
Fields of Swedish legislation
In Sweden, there are the demands of the Discrimination Act. According to the Discrimination Act, companies and businesses must work with active measures that promote same rights and opportunities no matter the grounds of discrimination. Organisations must also have a preventive approach to counter discrimination.
The Discrimination Act and the seven grounds of discrimination:
- Sex
- Transgender identity or expression
- Ethnicity
- Religion or other belief
- Disability
- Sexual orientation
- Age
There are also demands on working actively to counter sexual harassment and to promote accessibility. Active measures mean investigations, analyses, and changes based on the own business.
What do active measures mean?
The Equality Ombudsman (DO) describes what active measures mean and how employers can prevent and counter discrimination.
Besök Diskrimineringsombudsmannen för vägledning och praktiska tips
Check out The Equality Ombudsman (DO) for guidance and practical advice (in Swedish)
What demands are made on employers?
Läs om kraven hos Diskrimineringsombudsmannen
Read about demands at The Equality Ombudsman (DO) (in Swedish)
The provisions of the Swedish Work Environment Authority
Discrimination and victimisation are also regulated in the direction Organisational and social work environment (av.se). There are demands on employers to promote health and security as well as counter conditions that give rise to victimisation.
The definition of victimisation
Actions in an abusive manner at one or more employees that may lead to ill health or to exclusion from the workplace community.
For example to:
- call someone insulting nicknames
- freeze somebody out
- exclude someone from meetings
- unfairly accuse someone
- naming and shaming someone
- verbally offend someone in front of others.
What are victimisation and bullying?
Employers can get more guidance from the Swedish Work Environment Authority on victimisation and help to discover problems in time.
Read more about victimisation and bullying at the Swedish Work Environment Authority (av.se)
Swedish companies are affected by the EU regulatory framework
In EU, you often need to show an active value-based work to apply for funding or to deliver goods and services. Clearer demands will be made on a more balanced representation on boards and in leading positions.
As from 2024, the new EU legislation CSRD (Corporate Sustainability Reporting Directive) takes effect. It is a new model for sustainability reporting that also comprises social sustainability, a term which includes gender equality, equity, and work environment.
For example, it will be mandatory to report distribution according to sex and age in top level management, wage differentials between women and men as well as what opportunities to training and skills development the employees are given.
What does the new EU directives for sustainability reporting mean?
For local authorities and regions
CEMR is the European declaration for gender equality on a regional and local level. It is a standpoint and a tool for integrating the equality perspective in all operation. CEMR controls the political work, employer issues, and the service for inhabitants. It should be clearly connected to budget and business plans as well as analysis and decision processes.
What is the CEMR declaration?
SKR förklarar vad CEMR-deklarationen betyder för kommuner och regioner
SALAR explains what the CEMR declaration means for local authorities and regions (in Swedish)