By Victor Ahiuma-Young

The International Labour Organization, ILO, Convention No. 190 (C190), also known as the Violence and Harassment Convention, 2019, is the first international treaty to recognise the right to a world of work free from violence and harassment, including gender-based violence and harassment.

On November 8, 2022, Nigeria deposited with the Director-General of the ILO the instruments of ratification of the Promotional Framework for Occupational Safety and Health Convention, 2006 (No. 187), and the Violence and Harassment Convention, 2019 (No. 190).

However, since the ratification of the convention 190, the battle to address gender-based violence in the nation’s world of work has continued without significant progress.

As part of efforts to combat gender violence in the workplace, the Labour Writers Association of Nigeria, LAWAN, in collaboration with Friedrich Ebert Stiftung, FES, and the ILO, organised a training session for journalists in Lagos to strengthen the fight against gender-based violence and harassment, GBVH.

Media Role

Speaking, Professor of Journalism and Development Communication at the Lagos State University, Ojo, Tunde Akanni, emphasized that a core responsibility of the media is to report harassment issues once they become public.

He said: “Once it happens, it must be reported. Don’t forget that when you have this kind of problem in society, it’s in everyone’s interest to pay adequate attention to it.

“The media must ensure that reports on incidents of harassment are presented in the most dispassionate manner—there should be no taking sides with any party.”

According to him, the media must uphold ethical standards in all professional practices.

He insisted that truth is sacrosanct, adding: “When we are in doubt, our professional ethics dictate that we leave it out. As much as possible, the truth must be told—there should be no form of embellishment, no matter how minimal.”

Weak enforcement

The Director-General of the Lagos Chamber of Commerce and Industry, LCCI, Dr. Chinyere Almona, in a keynote address, stated that enforcement remains weak due to poor training among law enforcement and judicial officers, resulting in mishandled cases and delayed justice.

According to her, gender-based violence and harassment in the workplace are not only grave human rights violations but also direct threats to economic development, employee well-being, and national progress.

She emphasized: “Capacity-building through training programs for law enforcement, the judiciary, employers, and employees is critical. Equally important is the launch of nationwide awareness campaigns to inform workers of their rights. Support services must be scaled up to provide hotlines, shelters, and legal aid to victims. Monitoring and evaluation mechanisms should be developed to collect and analyse GBVH data, and independent bodies must be empowered to hold institutions accountable for compliance with anti-GBVH mandates.

“The successful elimination of GBVH in the workplace depends on the concerted efforts of all stakeholders. The government must lead with policy direction, resource allocation, and legislative action aligned with global standards. Employers and trade unions should institutionalise anti-GBVH policies and incorporate these issues into collective bargaining agreements.”

Reporting facts 

A former Assistant Editor (Labour) with  Vanguard Newspapers, Mrs. Funmi Komolafe, in her presentation, emphasized the importance of factual reporting.

She advised journalists to verify facts before publishing, especially on issues of sexual harassment.

According to her, one of the key rules in journalism is that facts are sacred:

“A journalist needs to be sure of their facts before publication. This does not mean that a journalist may not make errors.”

She defined workplace sexual harassment as any unwelcome sexual advances or verbal/physical conduct of a sexual nature, where acceptance is explicitly or implicitly a condition for favorable employment decisions, or which interferes with an individual’s work performance or creates an intimidating, hostile, abusive, or offensive environment. This may include insults, remarks, jokes, insinuations of a sexual nature, and inappropriate comments on a person’s dress, physique, age, or family situation.

She said: “To report sexual harassment, there must be a complainant. At this stage, we need to consider complaint channels that won’t place the complainant at a disadvantage. Does the workplace have a proper channel for such complaints? If not, reporting becomes difficult. However, if the complainant has enough facts to prove her case, then the reporter has a story.

“For example, if a manager keeps sending text messages to a woman, asking to meet at a hotel, that’s a story. However, the text and the complainant’s response are necessary for the reporter to produce an acceptable report.

“A good story on sexual harassment should not be based on rumors, unfounded statements, or sentiments. We must remember that the person being accused also has rights that must be respected. If the complainant has a recording of sexual advances, then the reporter has a solid case.”

Gender equality

Presenting a paper titled:  Gender Equality and the Workplace, Assistant Director of Corporate Affairs and Communications, Nigeria Employers’ Consultative Association NECA, Adebola Akinwade, discussed the understanding, importance, challenges, and opportunities of promoting gender equality in the workplace, including best practices.

Similarly, Janet Anaele-Abazie, Associate Consultant with Global Hub and Humanitarian HR, spoke on  Understanding Harassment at Work. She explored various forms of workplace harassment, their impacts on individuals and organisations, and relevant legal frameworks and international standards.

On her part, Project Manager at FES, Mrs. Remi Ihejirika, emphasized the need for a narrative shift to create safer workplaces for all, regardless of gender.

She advised: “Actionable tips for journalists include: report accurately and objectively; encourage victims to speak up.

“Also, provide a platform for victims to share their stories; strive for a non-toxic and safe workplace environment.”