Some states, after extensive research into the nature and the extent of sexual harassment in the armed forces, have decided to take special actions in order to deal more effectively with the problem. This is the case in Denmark, for example, where in 2003, following the survey report of Psychologists at the Defence College, the Danish Defence Command adopted various initiatives to prevent and combat harassment, such as the establishment of a hotline for psychological counselling and the establishment of an organization of local counsellors. The role of the counsellors has now been widely accepted locally, and both peers and management have started using them actively in handling conflicts. Furthermore, in January 2006, the Danish Armed Forces instituted special rules and regulations that make certain actions sanctionable (see Box 13.6). Overall, these initiatives have resulted in a significant decrease in the number of incidents of sexual harassment in the Danish Armed Forces. Since the first evaluation in 2003, the number of incidents has been reduced by 80 per cent. 263 Box 13.6 Denmark: Initiatives against Harassment263 Personal counselling: The Danish Defence Command has established an organization that consists of 50 locally based employees of both sexes who offer anonymous counselling as needed. The counselling offer is open to employees who experience sexual harassment and to employees who experience a bad working environment. Such employees can meet in confidence with a neutral person, who can provide advice and support. When requested, counsellors can assist by referring problems to a commanding officer or by arranging mediation. The counsellors work with different types of offences, including sexual harassment, bullying, and discrimination. Information brochures on handling sexual harassment: The Danish Defence Command has published special information brochures for employees and management on how to handle cases of sexual harassment. The brochures have been supplemented by several articles in defence magazines. Various local initiatives (at unit level), including: • Dialogue about sexual harassment with a view to creating more awareness in the organization; • Local surveys among employees; • Gender mainstreaming in local personnel policy; • Local action plans for handling sexual harassment; • Dialogue among women about sexual harassment; • Sexual harassment as a fixed item on the agenda of the Works Council (a consultation body consisting of representatives of management and personnel); • Discussions on sexual harassment in the local safety council; • Sexual harassment as part of annual personnel assessments; • Integration of sexual-harassment issues into educational programmes for sergeants and officers; • Heightened attention of commanders to sexual harassment in order to ensure prompt intervention; • Attention for sexual harassment at introduction courses; • Banning of offensive materials in print and electronic media. 263  ODIHR-DCAF questionnaire, question 53. 125 Handbook on Human Rights and Fundamental Freedoms of Armed Forces Personnel