EXAMINING ICELAND’S RACIAL JUSTICE AND EQUITY LANDSCAPE.
22 DECEMBER, 2023
Data is an essential tool for addressing and eliminating injustice, which is often complex and multifaceted due to being deeply rooted in historical systems. To tackle it from a diversity, equity, and inclusion perspective, we need to consider multiple intersecting aspects of power structures and practice care for individuals and groups that have been historically marginalised.
Examining just one aspect of injustice and inequity is not enough. Individuals and groups often have overlapping identities that impact each other. For example, Iceland is known for championing gender equality, but recent data suggests that many women are still invisible in society. Additionally, neglecting the ways in which racialized women are systematically affected in Iceland creates gaps in the DEI field, both in social inequities in Iceland and globally.
Lack of Acknowledgment Leads to a Lack of Action
While most organisations in Iceland have policies and action plans for different marginalised groups, there is a distinct lack of action plans for racialized minorities in specialised positions. This either implies that racism does not exist (which we know is not the case based on the data cited here) or that it is not considered a factor in the DEI sphere within these organisations.
Two recent reports shed light on this issue. One report from Europe with data on anti-blackness, and a recent report in Iceland that focuses on individuals from non-western countries who are at a higher risk of being victims of hate crimes compared to their Icelandic counterparts.
Primary Findings According to the Data
A number of notable findings stand out in the October 2023 report from the European Union (EU) Agency for Fundamental Rights titled, Being Black in the EU – Experiences of people of African descent, including:
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- Racial discrimination has increased in all areas of life compared to 2016, with the 12-month prevalence rising from 24% to 34%.
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- Younger women of African descent experienced the highest amount of racial harassment compared to any other age group.
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- Discrimination increases the most when searching for accommodation, looking for a job, at work, and in education.
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- Every third respondent experienced racial discrimination when looking for work.
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- 31% of respondents felt racially discriminated against at work in the five years before the survey, and 23% did so in the year before the survey.
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- People of African descent have a similar employment rate (71%) to the general population (73%). However, 32% work in elementary occupations, compared to 8% of people in general.
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- 30% of people of African descent have a temporary contract, which is about three times more often than people in general (11%).
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- Respondents are often over-qualified for their job (35% compared to 21% of people generally).
And the findings in the Icelandic study conducted by DR Margrét Valdimarsdóttir, are similarly disheartening.
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- Young people with a non-Western background who have recently migrated to Iceland are at a higher risk of being victims of hate crimes compared to their Icelandic counterparts.
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- The risk is even greater for those school communities that have fewer young people from foreign backgrounds.
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- Shockingly, one in ten first-generation immigrants aged between 13 and 17 have experienced hate violence in the past year.
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- Young individuals from the same group are four times more likely to have been threatened with violence or have experienced violence due to their minority status.
Considering the data from both reports demonstrates that anti-blackness is as prevalent in Iceland as it is in other parts of the world. Moreover, the reports indicate that this issue has worsened over time, with no efforts being made by institutions to address it. The report from Iceland suggests that institutions need to acknowledge the issue and provide incentives to create a genuinely inclusive society.
The statistics on racial discrimination against people of African descent in EU countries and the increased risk of hate crimes against young immigrants from non-western countries in Iceland are alarming.
The Crucial Importance of Data
Why is this data so important?
- It Provides Insights
Data is essential in any field as it provides insights and helps in making informed decisions. In the context of DEI (Diversity, Equity, and Inclusion), data is crucial as it helps in identifying the areas that need improvement and measuring progress. Data is not the end all be all, but without it, it is challenging to determine whether the efforts made towards eliminating inequity are effective or not. - Eliminating Inequity
Having DEI data is crucial in eliminating inequity as it helps acknowledge lived experiences and identify areas where inequity exists. This is not just about increasing diversity in an organisation, but a genuine interest in individuals and groups and how and why they are affected. Eventually, data should be meaningful and can be used to create targeted interventions in policies and practice. - Lack of National Data
The absence of national data makes it difficult for institutions to monitor their progress in addressing racial discrimination, including offering adequate services. Without data, it is challenging to determine the extent of the problem and the effectiveness of the measures because it ignores their lived experiences.
This is not a question of whether there is racism; there is racism and it is crucial for institutions to take action. This is a clear call to get to work. It is not just about looking at diversity numbers, but also about creating a positive environment for marginalised people once they gain positions within organisations at any and all levels. Institutions should provide support through transparent and consistent, constructive feedback. Working towards creating inclusion should not just be about increasing diversity; it should also involve eliminating inequity.
Inclusive Iceland is a boutique organisational development consulting practice working with clients to develop strategies for equity systems that utilises data-driven methods.
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