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Harassment or violence in the workplace can become deeply rooted in workplace culture, sometimes expressed through the guise of tradition or humor. In such cases, the behavior is less likely to be addressed, increasing the risk of it continuing. This is why it is crucial for workplaces to educate themselves on the issue and reflect on their workplace culture. Additionally, access to high-quality educational materials is essential. 

The following videos were created in collaboration with labor market representatives, the Directorate of Health, and the Equality Center: 

• What is sexual harassment in the workplace? 

• Gender-based harassment in the work environment

• Violence in the work environment

• Bullying, harassment, violence: How is the response at your workplace?

• What is workplace culture? 

• How to promote trust in the workplace?  

Express Your Concerns 

If uncertainty arises in workplace interactions, discussing concerns with a manager can be beneficial. Open conversations (debriefing) between management and staff help reduce the risk of harassment or violence and create opportunities for employees to share their workplace experiences. This allows managers to provide guidance and support. 

Another useful approach is to utilize a communication agreement, if available, to help clarify boundaries and expectations for workplace interactions. 

Find out who you can turn to within your workplace. This information should be included in the workplace health and safety plan (only avilable in Icelandic for the moment).

What happens next? 

The process for EKKO cases 

If you have experienced harassment or violence in the workplace, the employer is required to respond in line with the workplace health and safety plan. It is important to understand what happens next and what to expect, so consider asking for information about the workplace’s response process. 

To support managers in handling such cases, Vinnueftirlitið has developed: A process flowchart for handling EKKO cases outlining the steps from report submission to case resolution 
A checklist to ensure proper case management.

Where Can I Get Support Outside the Workplace? 

Harassment and violence in the workplace can have serious and long-term consequences for those affected. In such cases, it is important to seek support. 

There are various organizations that provide assistance and resources for victims of harassment or violence, including: 

• Stígamót 

• Bjarkarhlíð 

• Bjarmahlíð 

• VIRK Rehabilitation Fund 

• Other professional support services 

In serious cases, managers must take immediate action, which may include involving law enforcement. 

Don´t look the other way 

If you hear or witness a colleague being subjected to harassment or violence by a coworker or a third party, you are in a key position to help stop the behavior. 

One important step you can take is to inform workplace management. It is always their responsibility to respond and address such issues. 

Harassment or violence should never be tolerated in the workplace

Examples of prevention and response measures 

• Respect each other’s boundaries 
  Workplaces can address harassment, violence, and other inappropriate behavior by establishing agreed-upon phrases that employees can use if they feel their own or a co-workers boundaries are being crossed. 
  It can be helpful for employees to practice these phrases regularly to make it easier to speak up when boundaries are violated. This reinforces a clear message that such behavior will not be tolerated. 

• Approach the victim 

  One way to take action is to approach the victim and encourage them to report the incident to a manager. 

  Another option is to intervene directly to stop the situation—if you feel comfortable doing so. You can make it clear to the perpetrator that their behavior is inappropriate by saying something like: 
  
  "I find the way you're speaking very inappropriate. Please stop." 
  
  "No one feels comfortable hearing you talk like this—it's highly inappropriate." 

• Inform manager 

  Managers should be notified so they can take action to stop the behavior. The workplace health and safety plan (only avilable in Icelandic for the moment) should clearly state who employees can turn to for reporting concerns. 

• Increase Awareness 

  The Icelandic AOSH website provides definitions of bullying, harassment, and violence in the work environment. Additionally, educational videos on these topics are available on the AOSH YouTube channel. 

• Establish a communication agreement 

  Employees can propose that managers and employees collaborate to create a communication agreement outlining standards for workplace interactions. If incidents of harassment, violence, or other inappropriate behavior arise, this agreement can serve as a reference to address and stop the behavior.