Conflict Solving and Harassment Issues
At any workplace, you might encounter some problems or get into a conflict. Problems and conflicts are usually temporarily and based on a disagreement or misunderstanding. Problems and conflicts can be hard to solve, but they should be solved through communication, if necessary with the help of a mediator.

In some workplaces, you might feel that there is a negative working atmosphere that is not just the result of a conflict or a problem. You might feel discriminated, treated disrespectfully, (publicly) humiliated, harassed, ignored, manipulated, bullied, or intimidated. You might feel that you don't receive what you were promised. These working situations are not acceptable. 

According to the law (see Discrimination Act ), KI has a zero-tolerance policy against direct and indirect discrimination, harassment and sexual harassment, and instructions to discriminate on the work floor. However, it is always hard to act against these issues, and there needs to be evidence to support accusations. The employer has to undertake an investigation regarding the circumstances of these issues. So if you encounter such issues, you will need to collect evidence (in case you don't have that yet) and preferably also witnesses. You will have to show this to the Head of your department or to the head of Human Resources at your department. They should deal with this according to the law. For more information on discrimination, see also the site of the Swedish government.
Another thing: it is legal to audio record meetings for yourself. 

If you find yourself in a situation of serious conflict or harassement, there are a few steps you should take. Please feel free to contact us and we will do our best to help you along the way.

If there is a problem between you and your PI, your PI has to beware of the problem. He/she might not realise that the issues that are bothering you are a problem. So the first step is to talk with your PI. However, you might already want support before you take that step, in that case you can first contact:
- the KI Postdoc Association;
- the ombudsman for postdoc fellows, John Håkansson;
- HR office at your department;
- some departments (not all, unfortunately) at KI have a postdoc coordinator who can advice you on these matters;
- a union representative (if you are a member of a trade union).
 
Most of these people will not actually undertake any action, but will advise you and support you throughout the next steps.
 
The main tasks of the ombudsman are to provide objective and independent information, to assist and support students and to investigate issues related to studies for Postdocs. There is also a role for the ombudsman in conflict resolution/ advice regarding the correct complaint procedures between the postdoc and their department and/ or adviser should a problem arise. Examples of conflicts include insufficient advising, failing of financing in spite of promises, the supervisor or conflicts regarding copyright and authorship etc. Ombudsmen are subject to complete confidentiality, unless explicitly informed otherwise by the student who seeks advice. 

If you need psychological support, you can contact Previa , which is accessible to all postdocs. You can receive two 'anonymous' consults for free; after those first consults, they will need to get approval from your direct supervisor or from HR at your department.