Recently, incorrect and misleading information on social media has called into question Swedish’s commitment to ensuring a safe and respectful work environment for lesbian, gay, bisexual and transgender (LGBT) staff.
Included here is accurate information and copies of current Swedish policies. We encourage you to share this information with your friends, family and coworkers.
Swedish is a proud Equal Opportunity Employer and committed to providing a work environment free from all forms
of discrimination. This protection and expectation extends to our patients, physicians, contractors, vendors, visitors and others who access any Swedish services and facilities.
Below is an excerpt from our policies (links to full copies of the policies are below). We encourage you to share this information.
Swedish Non-Discrimination and Non-Harassment Policy:
Discrimination against another person for any reason, including race, color, creed, religion, sex, age, national origin, citizenship, language, veteran or marital status, sexual orientation, gender expression/identity, or the presence of any disability, or perceived disability, and all other bases prohibited by local, state, or federal law will not be tolerated. Harassment based on the classes listed above is also considered a form of discrimination and will not be tolerated.
Examples of discrimination and prohibited conduct include, but are not limited to:
Epithets, slurs, negative stereotyping or threatening, intimidating or hostile acts that relate to sex, sexual orientation, race, color, creed, religion, age, national origin, language, veteran status, marital status, or disability.
Written, electronic, or graphic material displayed or circulated in our workplace that denigrates or shows hostility or aversion toward an individual or group because of sex, sexual orientation, race, color, creed, religion, age, national origin, language, veteran status, marital status, or disability.
Differential treatment because of a person’s sex, sexual orientation, race, color, creed, religion, age, national origin, language, veteran status, marital status, or disability.
Remarks, gestures, display or circulation of written materials, pictures or other items which could be considered derogatory or have the purpose or effect of interfering with a person’s work performance or creating an intimidating, hostile or offensive working environment based on the person’s sex, sexual orientation, race, color, creed, religion, age, national origin, language, veteran status, marital status, or disability.
With respect to sexual harassment, examples of prohibited conduct include, but are not limited to:
Vulgar, graphic, sexual or suggestive comments, jokes, stories and innuendo, including but not limited to voicemails and telephone calls, e-mails or text messages.
Leering, inappropriate touching and obscene or suggestive gestures.
Displaying sexually suggestive photographs or cartoons.
Unwelcome and repeated flirtations, requests for dates, etc.
Demanding sexual favors in exchange for a promotion, raise, or other condition of employment.
The provision of detailed information in this policy on one of the most commonly alleged types of harassment – sexual harassment – should not be interpreted to suggest a lessened commitment to the prevention of other types of unlawful harassment. No type of unlawful harassment is acceptable at Swedish.
Swedish also strictly prohibits retaliation in response to an individual’s decision to make an allegation of discrimination or harassment, or their participation in an investigation. Retaliation includes both direct and indirect actions that negatively alter a person’s working environment. Examples of conduct which may constitute retaliation include, but are not limited to, treating the employee who has made a complaint of discrimination or harassment in a “non-professional” manner or otherwise taking action against that employee either directly or indirectly.
A copy of this policy can be found here.
In 2012, Swedish affiliated with Providence Health & Services. Swedish and Providence share the goal of establishing a discrimination-free work environment for all employees and job applicants. Providence last updated its policy in 2011. Below, we have included text from the Providence Equal Employment Opportunity policy:
Providence Equal Employment Opportunity policy:
The Providence Regions/Service Areas, System Support Services, and individual facilities shall employ, evaluate, compensate, promote, and retain individuals on the basis of qualifications, ability, and job performance regardless of gender, age, race, religion, sexual orientation, disability, national origin, or any other basis prohibited by local, state, or federal law. Providence will also endeavor to reasonably accommodate employees with disabilities and the religious beliefs of employees.
A copy of this policy can be found here.
Swedish celebrates the diversity of our workforce and has always supported our LGBT staff. We proudly welcome any opportunities to discuss these policies with our caregivers and community members.