Evaluering av tiltak mot seksuell trakassering i Hæren i 2024

This report presents the results from an evaluation of measures against sexual harassment in the Norwegian Army in 2024. The evaluation covers initiatives from “Helhetlig plan mot mobbing og seksuell trakassering i Forsvaret” (“Comprehensive Plan against Bullying and Sexual Harassment in the Armed Forces”) as well as the Army’s own measures, focusing specifically on conscripts and their squad leaders. This is the first time the effects of the Armed Forces’ anti-harassment measures have been systematically studied.
A credible evaluation requires a proper trial of the measures. As a general rule, the evaluation is conducted as an experiment in which some recruits are included in the measures, while others are not. This allows the researchers to measure the effect by comparing recruits with and without intervention. This was the method used, and the results show clear indications that the measures collectively have a preventive effect, even though it was not possible to demonstrate a direct causal relationship between any single measure and the extent of sexual harassment. The findings support the intention behind the measures and provide insight into how the Army can continue to improve its preventive efforts.
More than 2,400 soldiers were followed during their recruitment period in three different Army units. Surveys were conducted on the first day of service, after seven weeks, and toward the end of service. In addition to mapping the extent of sexual harassment, we also surveyed preventive behaviors and attitudes. The mapping shows that the measures work through several different preventive mechanisms. Recruits’ awareness of what constitutes sexual harassment improved during the period, and their understanding of their responsibilities when witnessing harassment also increased.
Sexual harassment was present among recruits, though less than they experienced the year before service. Harassment negatively affected the recruits’ well-being and team cohesion. Gender-based harassment was the most common, with 38 percent of women and 14 percent of men experiencing it. About half of the men held negative attitudes toward women in the Armed Forces, which may explain the high rate of gender harassment. Many recruits had negative attitudes toward female leaders, but there was no link between the squad leader’s gender and team performance.
Zero tolerance for harassment is not well established among recruits, as only half of the recruits would intervene if they observed sexual harassment. The conversational concepts used throughout service are associated with increased well-being, cohesion, and performance. However, there is a need for a clearer connection between early preventive lessons and later squad-level conversations to maximize the preventive effect. We recommend strengthening preventive efforts specifically targeting gender-based harassment, working systematically to reinforce social norms and zero tolerance for harassment, and improving the continuity between early preventive lessons and ongoing squad-level discussions.