Nordic dimension

Earlier studies show that there is a lack of research into sexual harassment with a preventive focus in the Nordic countries. Therefore, a Nordic dimension and collaboration between several Nordic countries were criteria for the projects granted funding by the research funding initiative. A Nordic dimension contributes to building knowledge about sexual harassment in several ways, both in relation to which knowledge can be built and how it can be built. The ability to easily share information, gather data and build networks, and geographical proximity and access to shared arenas, form fertile ground for developing research. Collaboration, dialogue and discussion between people and organisations acting in the Nordic countries, and sharing empirical material and data, help to nuance knowledge.

The world of work in the Nordic countries has many similarities in terms of overarching structures, regulations, practices and procedures, but there are also differences between and within the countries. The similarities and differences between the Nordic countries can help to increase knowledge about sexual harassment in the labour market in general, but also highlight the fact that the specific conditions of the location need to be explored in their context.   

The way in which regional differences affect efforts to prevent sexual harassment may further explain the specific Nordic situation. A phenomenon shared by some Nordic regions is that part of the workforce lives in one Nordic country but work in another. The way work is organised in these regions may involve different challenges compared with other regions in terms of knowledge about legal frameworks and cultural and linguistic understanding of sexual harassment. Regional differences between urban and rural areas, sectors and industries also need to be incorporated in understanding how sexual harassment is expressed and can best be prevented. Sectors differ and the composition of people working in different industries and workplaces varies. As stated in the section on interdisciplinarity, the composition of the population also looks different in rural areas and in cities, for example, and the sites themselves offer different education and work opportunities.   

The importance of not assuming similarities between the Nordic countries, for example, becomes clear in relation to how languages, words, concepts and definitions need to be negotiated and discussed. What is it actually that we need to prevent? Are we in agreement about what sexual harassment is? Does the legislation in the different countries agree? If not, what does that mean for building knowledge? 

Several of the projects in the initiative highlight the importance of being clear about concepts, clearly defined terms and understandings of sexual harassment and other related concepts, both for developing trans-Nordic knowledge and for comparative studies between Nordic countries. Simultaneous studies in several different Nordic countries are needed for comparison purposes. Several projects also point to a need for new and different concepts in order to encapsulate experience of sexual harassment in specific sectors and so enable more accurate prevention work. Some words, concepts and terms also risk encountering more resistance than others. Concepts and words may therefore need to be chosen carefully to frame the phenomenon and at the same time encourage more and larger groups to contribute towards prevention. All these needs exist in parallel, and a Nordic focus shows how definitions and concepts cannot be taken for granted and need to be clarified and problematised within the remit of specific projects, sectors and workplaces. 

The question of definitions and concepts also relates to the way languages, translation and information are handled. The Nordic dimension shows that it is important to translate material and methods into the respective Nordic language to make it accessible in the different Nordic countries. This is especially important when boosting prevention, where participants in workplaces in different sectors need to be able to fully understand and take on board methods and material. The Nordic labour market also consists of many people whose native language differs from that spoken by the majority society. If information about sexual harassment is to reach its intended audience, it needs to be translated into languages that the employees in the workplace understand well, and it needs to be passed on in the channels where the target groups are.