Unlike other countries, the greatest share of publicly funded research in Sweden is conducted in higher education institutions HEIs , with research institutes accounting for only a small share. There are about 50 universities, colleges and individual education providers in Sweden, with higher education and research mostly conducted at state universities and colleges. Within the legal framework, public sector HEIs have considerable autonomy, within an overall system of management by objectives.
The main responsibility for higher education and research rests with the Swedish Parliament Riksdag and the government, which decide on regulations and allocate resources to HEIs. Within the framework of this legislation, HEIs take most decisions themselves, including their organisation, internal allocation of resources, educational offering, educational content and design, numbers of students admitted, and research undertaken.
HEIs also have significant freedom in staff recruitment and selection. As government agencies, research organisations are also subject to administrative and labour market legislation, such as the Parental Leave Act , protecting the rights of pregnant women and parents. Equality of opportunity and treatment in work, employment, working conditions and further training is regulated by the Swedish Discrimination Act , which aims to combat discrimination and promote equal rights and opportunities regardless of sex, transgender identity or expression, ethnicity, religion or other beliefs, disability, sexual orientation or age.
The Discrimination Act allows for moderate preferential treatment of the underrepresented gender when hiring, provided it promotes gender equality and does not conflict with EU regulations. The Discrimination Act requires all workplaces in Sweden, including research organisations, to document [1] their active measures to prevent discrimination on all grounds mentioned and promote gender equality among employees and students.
Employers must promote gender balance in different types of work, including management positions. They have to establish, follow up and evaluate guidelines and routines to prevent harassment, sexual harassment and reprisals, and carry out annual pay surveys. For students, the Discrimination Act stipulates that the work of education providers on active measures should encompass:. Education providers are also obliged to have guidelines and protocols for their activities, with a view to preventing harassment and sexual harassment, and must follow up and evaluate those guidelines and systems.
