The Armed Forces' core values include treating conscripts and employed personnel fairly and objectively.

Discrimination and inappropriate behaviour are not tolerated.

The most important measures aimed at preventing discrimination and inappropriate behaviour are education, good leadership, communication of zero tolerance, striving for group cohesion and a good working climate, and behaving in accordance with the rules of good conduct.

Supervisors play an important role in promoting objective behaviour and building good practices. In his leadership, the foreman should set a good example, have a positive attitude and appreciate his subordinates. Through clear leadership, the foreman creates a sense of security in those he or she leads and a sense of being able to trust the foreman. Supervisors must treat everyone fairly. The foreman is obliged to intervene even in difficult matters. We must not sweep abuses under the carpet.

A well-functioning organisation is not only about leadership, but is primarily based on open communication between supervisors and subordinates. Cooperation based on transparency and trust encourages the raising of grievances and promotes their rapid resolution. Even the subordinates are responsible for the functioning of the squad to which they belong. Employee skills include a good attitude towards service, studies and work, as well as understanding the organisation's goals and role. These skills also include taking responsibility for one's own tasks and trusting one's supervisors and colleagues or fellow workers.

Objective conduct includes, for example, the following principles, please:

• take other people into account
• listen to other people
• value other people's work or achievements
• be friendly
• participate in discussions, do not shy away
• respect the opinions of others
• if you hurt someone, ask for forgiveness
• don't forget to greet or say thank you
• express yourself objectively

Inappropriate behaviour can take the following forms, for example:

• Non-verbal communication: inappropriate expressions or gestures
• Social ostracism: the individual is not taken into account, not included in the common activities
• Verbal bullying: speaking ill of the person behind their back, criticizing the person for no reason, scolding the person or making fun of him or her.
• Making it difficult for someone to perform their duties: by not giving the person information, by giving too many/too difficult tasks or not giving enough time to perform the tasks.
• Intimidation, to intimidate the person
• Violation of the person's physical integrity (violence)
• Exceeding the position of foreman (pennalism)
• Sexual or gender-based harassment

Sexual harassment refers to unwanted attention of a sexual nature, which is against the will of the object and evokes negative emotions. Sexual or gender-related attention turns into harassment if the behaviour continues, even though the object of the attention expresses or feels that the attention is unpleasant.

Gender-based harassment refers to unpleasant behaviour, which relates to a person's gender, gender identity or gender expression. Harassment on the basis of gender is not of a sexual nature, but it violates another person's privacy.

Sexual and gender-based harassment can take the following forms:

• Faces or gestures that contain sexual innuendos
• Talking about things related to appearance or sexuality
• Talking in a derogatory way about the other sex
• Crude jokes
• Image material, which is perceived as offensive
• Messages or phone calls of a sexual nature
• Unpleasant advances and touches
• Suggesting sex or demanding sex.

If inappropriate behaviour is observed, everyone is obliged to intervene in it or bring the matter to their supervisors. Cases related to inappropriate treatment should be dealt with as early as possible, before the situation becomes too difficult. A person who has observed or experienced inappropriate conduct does not necessarily bring up their own experiences with the person who has behaved in an inappropriate manner or bring the matter up for consideration by the line organisation. This emphasises the responsibility that each member of the work or service community has for each other and for supporting those who have experienced inappropriate behaviour.  If the inappropriate behaviour causes anxiety in someone, intervention must be taken, regardless of how other people have experienced the situation.

In connection with inappropriate behaviour, there may be a culture of silence. The person who has been the object of the action may be afraid or not dare to speak, because the person feels guilt and shame, or it is possible that the person is even pressured into silence. Colleagues and employees may also be afraid of jeopardising their position and may therefore be indifferent to the inappropriate behaviour they have observed.

Everyone has the right to a good day of work and service. Conscripts, students and staff are encouraged to report any inconveniences. No one should have to be afraid to bring up discrimination or inappropriate behaviour. Inappropriate treatment must not be hidden, but must be highlighted, so that it can be intervened in and dealt with properly.
It is the duty of supervisors to deal with actions related to discrimination or inappropriate behaviour without delay. 

Intervening in what has happened may, if necessary, lead to supervisory sanctions or the initiation of criminal and litigation proceedings.

• React to what has happened immediately, do not wait for the situation or behavior to stop, unless you pretend to not have noticed it
• If necessary, ask for a support person
• Tell the person who has behaved inappropriately, either alone or together with a support person, that you feel the situation is inappropriate, that you do not accept the person's actions and ask the person to stop
• If this has no effect, contact your immediate supervisor. If the person behaving inappropriately is your boss, tell the person's manager. It is worth writing down what has happened. Collect any evidence, such as inappropriate messages.

• Listen to another person's message and take it seriously, even if it may arouse strong emotions or cause a dismissive reaction in you
• If the matter seems unclear or groundless, ask the person to specify what in your behaviour has been inappropriate
• If necessary, express your own point of view, but do not underestimate the experience of the other person
• Be prepared to ask for forgiveness
• Stop behaving inappropriately if the accusation is justified
• If you feel that the accusation is unfounded, contact your supervisor or the garrison's support staff.

• Personnel are regularly informed about the prevention and management of discrimination and inappropriate behaviour, and conscripts receive training on contingent topics
• In military educational institutions, the prevention of discrimination and inappropriate behaviour and instructions on how to deal with inappropriate behaviour must be taught right from the beginning of studies
• The administrative units must ensure that the standard on the prevention of discrimination and inappropriate behaviour is included in the job introduction of new employees.
• During reserve refresher exercises or military crisis management operations, the matter must be held in the manner necessary