EasyFreelance is to be a workplace and a platform where people are treated with respect and given equal rights and opportunities. We do not accept discrimination, harassment, sexual harassment or reprisals.
1. Who the policy applies to
The policy applies to EasyFreelance's umbrella employees and other employees and, in the relevant parts, to job applicants, interns and other people covered by the protection of the Swedish Discrimination Act in working life.
EasyFreelance is to work for equal rights and opportunities regardless of sex, transgender identity or expression, ethnicity, religion or other belief, disability, sexual orientation or age.
2. Active measures
EasyFreelance is to work continuously with active measures under the Discrimination Act. The work means that we examine risks of discrimination and reprisals and other obstacles to equal rights and opportunities, analyse the causes of the risks and obstacles identified, carry out reasonable preventive and promotive measures, and follow up and evaluate the result.
The work is to cover working conditions, provisions and practice on pay and other terms of employment, recruitment and promotion, training and other skills development, and the ability to combine gainful employment with parenthood.
The work is to be carried out in cooperation with the employees in the way that is relevant to the operations.
3. Pay survey
Each year EasyFreelance is to survey and analyse provisions and practice on pay and other terms of employment, and pay differences between women and men who perform equal or equivalent work, to the extent the Discrimination Act requires.
The purpose is to detect, remedy and prevent unjustified pay differences connected with sex. Where documentation requirements under the Discrimination Act apply, the work is to be documented to the extent the law requires.
4. Balanced gender distribution
EasyFreelance is to promote a balanced gender distribution in different types of work, functions and senior positions where we are able to influence this. Measures are to be designed on the basis of the actual circumstances of the operations and followed up within the work on active measures.
5. Work and parenthood
EasyFreelance is to examine and counteract obstacles that make it harder to combine work with parenthood. No one is to be disadvantaged contrary to the Discrimination Act or the Parental Leave Act because of pregnancy, parental leave or responsibility for children.
6. Harassment and sexual harassment
EasyFreelance is to have guidelines and procedures to prevent harassment, sexual harassment and reprisals. Harassment is conduct that violates someone's dignity and is connected with one of the grounds of discrimination. Sexual harassment is conduct of a sexual nature that violates someone's dignity.
If EasyFreelance becomes aware that an employee considers that they have been subjected to harassment or sexual harassment in connection with work, EasyFreelance is, where the law requires it, to investigate the circumstances without delay and take the measures that can reasonably be required to prevent continued harassment.
7. Reprisals are prohibited
No one may be subjected to punishment or other adverse treatment because they have reported or drawn attention to discrimination, taken part in an investigation or otherwise exercised their rights under the Discrimination Act.
8. How to report
If you experience or witness discrimination, harassment, sexual harassment or reprisals, you must be able to contact EasyFreelance through customer service and state that the matter concerns the working environment, discrimination or harassment. The matter is then to be handled by a suitable responsible person and not by anyone who is themselves concerned in the report.
Where a report is made, information is to be handled with respect for the privacy of those concerned. Only people who need the data in order to handle the matter are to have access to it.
If the matter concerns serious wrongdoing covered by the Swedish Whistleblowing Act, EasyFreelance's whistleblowing channel may be used in accordance with the separate whistleblowing information.
9. Follow-up and documentation
EasyFreelance is to follow up this policy and the work on active measures regularly. If EasyFreelance employs at least 25 employees at the start of the calendar year, the whole of the work on active measures is to be documented in writing under the Discrimination Act. If EasyFreelance employs at least 10 employees, the pay survey work is to be documented as the law requires.
The documentation requirements do not replace the obligation actually to carry out the work. Even where a specific documentation requirement does not apply, EasyFreelance is to work preventively against discrimination and for equal rights and opportunities.
Do you have questions about this policy, or do you wish to report something? Contact us – we will reply as quickly as we can.