In 2019, researchers conducted a nationwide study on trauma among Icelandic women, inviting all women in the country to participate. Tens of thousands responded – a significant number for a small nation – and it is safe to say that the initial results painted a troubling picture.
Read this article in Norwegian on Arbeidsliv i Norden
According to the study, workplace harassment is widespread and varies depending on the work environment.
- About 32 per cent of participants reported experiencing sexual harassment either in the workplace or in educational settings.
- More than 40 per cent had been subjected to some form of violence at some point in their lives.
- Around 20 per cent of women reported symptoms consistent with post-traumatic stress disorder (PTSD).
A follow-up study published last year found a strong link between experiencing harassment or violence at work and serious health problems – both mental and physical. The most commonly reported issues were depression, anxiety, and severe sleep disturbances.
A 2020 survey by the Social Science Institute at the University of Iceland showed similar results:
- 25 per cent of women said they had been harassed at work during their careers, compared to only 7 per cent of men.
#MeToo sparked reflection
Dagný Aradóttir Pind, a lawyer at the Federation of Public Workers’ Unions BSRB, says these numbers came as no surprise. Another survey, conducted by the Ministry of Social Affairs shortly after the #MeToo movement gained traction, revealed similar results.
“After #MeToo, many people started to reflect on past experiences and realised that certain behaviours they previously dismissed were actually unacceptable,” Aradóttir explains.
She adds that the prevalence of harassment varies significantly across different professions.
“In a survey conducted earlier this year among female police officers, 50 per cent reported being sexually harassed in just the past six months.
“Policing remains a highly masculine field, and although the number of female officers is increasing – it’s now close to a third of the force – the culture hasn’t shifted enough.
“Similarly high rates are found in tourism and healthcare, likely due to the sheer number of employees and frequent interaction with clients or patients, which increases vulnerability to harassment from non-colleagues,” says Aradóttir.
The research also identified other at-risk groups, including public figures, entertainers, shift workers and young women. It is unclear whether harassment is becoming more frequent or if there is simply more awareness around the issue now.
“We don’t have enough long-term data to say for certain,” says Aradóttir.
“But what we do know doesn’t suggest that things are improving, particularly among young people, where the trend is actually getting worse. I see this as part of a broader societal setback when it comes to gender equality.”
Education is key to change
BSRB’s role is to keep up the pressure on policymakers and ensure that harassment remains on the agenda. The federation has participated in several working groups focused on the issue.
“A lot has been done,” says Aradóttir.
“For instance, the Administration of Occupational Safety and Health has created educational materials. But unions also need to do better.
“In a recent internal survey, we found that very few of those who experience harassment seek help from their unions. In response, we’ve partnered with the VIRK Rehabilitation Fund to offer counselling and have provided training for union staff.”
She believes that education is essential to reducing workplace harassment.
“This needs to start in schools. Gender-based violence is rooted in power dynamics and how people communicate within those dynamics. But we also need ongoing training for managers and company leaders.
“They must be committed to creating a workplace culture that does not tolerate harassment, violence, racism or any form of discrimination.”
Aradóttir notes that, until recently, the focus was mainly on how to respond after harassment had occurred.
“We know that many of those harassed end up quitting their jobs.
A company might have a written policy, but if the culture doesn’t make employees feel safe reporting harassment, those policies are worthless.
“And the burden shouldn’t always be on the victim to file a formal complaint. Sometimes, suspicion alone should prompt action. These cases are always difficult, but that’s exactly why everything should be done to prevent them.”
She underlines the importance of early intervention.
“Things like inappropriate jokes, derogatory language, or uncomfortable communication are warning signs. It’s far easier to address those issues early than to wait until something more serious happens. Leaders need to be aware of these signals.”
Most perpetrators, she says, are male colleagues, supervisors, or clients.
“At its core, harassment is about power imbalance, and that reflects the broader gender dynamics in our society.”
Looking ahead, Aradóttir sees signs of progress. The Administration of Occupational Safety and Health has shifted its focus from purely physical safety to broader workplace well-being.
“They’ve made a significant effort in tackling harassment, workplace culture, and gender discrimination. I think larger companies and institutions are becoming more aware. So things are in many ways going in the right direction.”
Still, she remains cautious.
“We continue to hear about many cases of harassment. While some things are improving, I doubt we’ll ever be able to completely eliminate workplace harassment.”
