By Charles Okonji
Stakeholders have called on the Federal Government to implement Gender-Based Vioand Harassment in work places and and in homes.
This call was made at a one-day Labour Writers Association of Nigeria (LAWN)/Friedrich Ebert Stiftung and International Labour Organisation (ILO) Workshop, held recently in Lagos.
According to the Director General, Lagos Chamber of Commerce and Industry (LCCI), Dr. Chinese Almona, GBVH not only violates individual rights but also impedes the creation of safe, inclusive, and productive work environments.
Almona noted that Gender-based violence and harassment remain pervasive globally, with one in three women estimated to experience physical or sexual violence in their lifetime, adding that most often by an intimate partner.
“In the European Union, one-third of women report similar experiences, with many incidents occurring in the workplace and going unreported due to stigma and fear. The economic cost is staggering.
According to the World Bank, eliminating discriminatory practices and enabling women’s full participation in the workforce could increase global GDP by over 20%. In Nigeria, the statistics are equally troubling.
“Around 30% of women aged 15 to 49 have faced physical or sexual violence. In 2024 alone, the Nigeria Police Force handled 17,415 cases of gender and domestic-based violence, with 15,692 brought to court. Women in fields like healthcare and education are especially vulnerable to verbal abuse, sexual harassment, and intimidation.
“Despite ratifying Convention No. 190, Nigeria still struggles with implementing effective legal and institutional mechanisms to prevent and redress workplace harassment.” She stressed.
She pointed out that the ILO Convention No.190, adopted in 2019 and ratified by Nigeria in 2022, is the first international standard recognizing the right of all to a world of work free from violence and harassment, including gender-based harm.
“It offers a comprehensive and inclusive framework: defining violence and harassment broadly to include physical, psychological, sexual, and economic harm; applying its provisions to both formal and informal sectors; and protecting workers, interns, apprentices, and job seekers.
“The Convention mandates preventive strategies such as workplace policies, training, and awareness initiatives, and obliges member states to offer legal remedies, support services, and protective measures for victims. Its adoption by Nigeria provides a historic opportunity to address GBVH structurally and sustainably.
“Despite the strong legal foundation of Convention No. 190, several barriers persist in translating it into practice in Nigeria. Cultural norms rooted in patriarchy continue to normalize or trivialize GBVH, often silencing victims and discouraging them from seeking justice. A lack of awareness among both employers and employees about the Convention’s provisions and workplace rights further hampers implementation. Additionally, enforcement remains weak due to insufficient training among law enforcement and judicial officers, resulting in mishandled cases and delayed justice.”
In her presentation, tittled ‘Reporting on Harassment at Work,’ Funmi Komolafe, former Assistant Editor, Labour, Vanguard, stated that sexual harassment in the workplace is any unwelcome sexual advances or verbal or physical conduct of sexual nature, acceptance of which is explicitly or implicitly made a condition for favourable decisions affecting one’s employment , or which has the purpose or effect of unreasonably interfering with the individual’s work performance or creating an intimidating, hostile, abusive or offensive working environment.
Komolafe noted that sexual harassment includes insults, remarks, jokes and insinuation of a sexual nature, adding that inappropriate comments on a person’s dress, physique, age or family situation was also part of it.
In her words, undesired and unnecessary physical contact such as touching, caresses, pinching or assault; embarrassing remarks and other verbal harassment; lascivious looks and gestures associated with sexuality; compromising invitations; requests or demands for sexual favours; explicit or implied threats of dismissal, refusal of promotion, etc. if sexual favours are not granted are seen as sexual harassment.
She averred that sexual harassment is considered a violation of human rights, saying that its a form of discrimination, and a safety and health issue.
“It offends the dignity and personal of workers and calls into question their individual integrity and well- being”. – ABC of women workers rights and gender equality- second edition, 2000 International Labour Organization- Geneva, Switzerland.” She emphasised.
On her part, the representative of Nigeria Employers Consultative Association (NECA), Mrs. Adebola Akinwande Esq. who enumerate several challenges to achieving gender equality stated harmful gender stereotypes and biases can limit opportunities and perpetuate inequality.
Akinwande stated that discriminatory laws, policies, and practices can hinder gender equality, adding that women’s underrepresentation in leadership positions and decision-making processes can impact policy and decision-making.
Emphasizing the need to promoting policies that will eliminate GBVH, She said, education, economic opportunities, and leadership development can empower women and girls.
“Implementing inclusive policies and practices can promote gender equality.
Engaging men and boys in promoting gender equality can help challenge traditional masculinity norms, while leveraging technology and innovation can help bridge gaps and promote gender equality.”
Speaking on best practices for reporting on gender equality, she stressed the use of language that is inclusive and respectful of all genders.
“Consider the intersection of gender with other factors, such as race, ethnicity, and disability. Report on successes and challenges in promoting gender equality. Provide context and data to support gender equality reporting. Amplify diverse voices and perspectives, including those of women and girls.” Akinwande stressed.
