Best practices to prevent gender-based violence at workplaces | Experts’ Opinions

Gender-based violence (GBV) is a serious human rights abuse that affects millions of people around the world, especially women and girls. In a workplace, GBV usually affects the mental and physical health of employees, with a stronger impact on women, people of different races, and LGBTQI+ individuals. The situation is further complicated by multiple crises and the increasing number of refugee women and girls. To address this issue, managers strive to find and research best practices to combat GBV in the workplace. DevelopmentAid asked several international experts to share their knowledge on this issue. Check their opinions below.

DevelopmentAid: What are the best practices for workplace violence and harassment or GBV prevention, from your experience?

“A robust, inclusive, inspiring, and responsive human resources policy is essential for a proactive and preventive workplace culture, free of violence and harassment. A policy that is reinforced by the internal compliance process and supported by on-the-job training and capacity building increases awareness and accountability for all forms of gender-based violence. GBV prevention should be viewed as an investment in a successful zero-tolerance strategy for all forms of violence. Managers and supervisors should play a key role in preventing workplace harassment and serving as role models. The most effective training approaches include group discussions, presentations, role-playing, and case studies. These can help participants expand their understanding, especially when dealing with challenging and sensitive topics like violence and sexual harassment.”

“Workplace violence and harassment is a pervasive issue with severe consequences. It not only violates employee rights but also poses significant financial and operational risks to organizations. Fortunately, effective prevention strategies can create a safer, more respectful work environment for everyone. Global benchmarks like the ILO Convention 190, provide a comprehensive framework for addressing workplace violence & harassment. The convention gives us a broad, yet clear definition of what constitutes violence and harassment, showing that this is an expansive issue that can affect anyone in the workplace. It stretches the concept of ‘world of work’ beyond traditional office spaces, recommending that violence and harassment protections should cover every work scenario – from home offices to social events and online interactions. It outlines employer responsibilities in detail, emphasizing prevention, a gender-responsive approach and comprehensive reporting and support systems that promote workplace environments where everyone is aware of and actively working to stop violence and harassment. By taking these guidelines seriously, and weaving them into the fabric of organizational policies, tailored to the varied local contexts, cultural nuances and practical realities, organizations can go beyond mere compliance with a set of rules, to building safer, more respectful workplaces where everyone can thrive. From the perspective of my experience in developing Respectful Workplace training programs, below are some key insights on preventing workplace violence and harassment:

• Comprehensive policies: Establish a clear and comprehensive Respectful Workplace Policy outlining various WVH forms with definitions and examples relevant to physical and virtual workspaces. Regularly review and update policies to comply with global standards and local regulations, ensuring practical application.
• Risk assessment: Conduct regular risk assessments to identify potential WVH hazards and vulnerabilities within the organization and pre-emptively address areas of concern. These assessments should be gender-responsive, acknowledging differences in vulnerabilities based on gender and identity. While anyone can be a victim or perpetrator, statistics show that there is a disproportionate impact of WVH on women, people of colour, and LGBTQI+ individuals.
• Training and awareness raising: Provide ongoing training and awareness programs to all staff (including customers, suppliers, and third parties) on WVH recognition, prevention, bystander intervention, and response. This empowers everyone to contribute to a respectful workplace.
• Survivor-centered support: Cultivate a respectful culture that prioritizes survivor needs. Offer accessible, confidential reporting channels, trauma-informed support services (e.g. counseling, legal aid), and a zero-tolerance approach to retaliation.
• Leadership commitment: Leaders play a crucial role in setting expectations and championing a respectful workplace culture. Open communication, visible support for prevention initiatives, and holding perpetrators accountable are essential.”

“Gender-based violence and harassment in the workplace are critical safety issues that significantly impact the mental and physical well-being of employees, disproportionately affecting women, people of color, and LGBTQI+ individuals. With over six years of experience in GBV prevention, with various local and international humanitarian organizations in Iraq, I have seen the profound importance of effective prevention measures which majority of them were implemented in most of those organizations and their importance has been emphasized on all occasions. Best Practices for GBV prevention in the workplace:

• Policy implementation and enforcement: Establish and enforce comprehensive policies that define and prohibit all forms of workplace violence and harassment.
• Training and awareness: Conduct regular training sessions to educate employees about GBV, its impact, and the importance of reporting incidents. During my time at IRC Iraq, we provided awareness sessions to staff and other service providers to reduce GBV acts and harassment.
• Support systems: Ensure access to support services such as counseling and case management for survivors. Our GBV program was particularly crucial during the COVID-19 pandemic, offering essential support to survivors.
• Clear reporting channels: Implement clear and confidential reporting channels for employees to report incidents of violence and harassment. This can include hotlines, dedicated email addresses, or online reporting systems. Ensuring anonymity can encourage more victims to come forward.
• Prevention and safety committees: Appoint focal points, like a PSEA (Prevention of Sexual Exploitation and Abuse) focal, to monitor and address GBV and harassment issues.
• Inclusive workplace culture: Promote a culture of respect and inclusion by encouraging open dialogue and creating safe spaces for discussing GBV and harassment.”

“First and foremost, we need to look at the company policies in place to protect employees from such abuse. Companies must adopt policies protecting their workers such as clear reporting systems for reporting harassment cases and how to deal with it. Secondly, companies should conduct thematic training for managers, supervisors and even workers, to understand their role in preventing and reporting harassment cases. Lastly, companies should create an office culture where harassment is unlikely to take place, all staff must be aware of their rights.”

“Gender-based violence exists due to power differences between men and women, as well as social norms in culture that differentiate by gender. Knowing this, to tackle GBV we must firmly ensure that all organizational structures are inherently collaborative and allow for sharing of power in decision-making, whether it be programmatic or administrative. This means sharing power and allowing for collaborative discussions in meetings, staff professional development reviews, and everyday interactions, including the way we impose power boundaries in emails and verbal communication. It requires admin-led awareness practices of workplace harassment and exploitation and regular follow-ups on the application of mandatory training on such topics. This means third-party consultations and assessments with staff from all levels on how safe they feel, if they are comfortable reporting any incidents, and if they perceive differences between genders in their workplace. It also involves diverse gender backgrounds in staffing at all levels.”

DevelopmentAid: What are the main consequences of lacking regulations on harassment and GBV prevention at workplaces?

“One of the most serious consequences of workplace violence is reduced productivity. Along with the employment implications, the victims frequently experience psychological traumas such as anxiety, and low self-esteem. GBV has far-reaching consequences beyond the victim as well. Workplaces that overlook such behavior frequently experience an increase in absenteeism and employee turnover, and damage to business reputation, to say the least. Furthermore, employers may be held accountable for damages if they are shown to have tolerated or supported abusive behavior. The elimination of gender-based violence and harmful practices is linked to achieving the Sustainable Development Goals – Reducing GBV promotes progress toward the Sustainable Development Goals (SDGs).”

“In addition to impacting the well-being of employees, the absence of robust regulations on harassment and GBV prevention has broader implications for organizational health and sustainability. Below are some significant business risks associated with GBV at the workplace:

• Employee well-being: Physical and psychological harm inflicted on employees due to WVH can lead to chronic health issues and reduced quality of life.
  Reduced productivity and morale: A hostile work environment caused by WVH can drain employee morale and significantly decrease productivity.
• Absenteeism and turnover: Victims of GBV may often take leave or resign, leading to increased recruitment, training, and operational disruption costs.
  Reputational damage: GBV incidents that go public can tarnish a company’s image, impacting talent attraction, customer loyalty, and brand perception.
• Legal and financial repercussions: Lawsuits stemming from violence in the workplace can result in expensive settlements and penalties for failing to provide a safe workplace.
• Negative workplace culture: A culture that tolerates GBV can erode trust, communication, innovation, and collaboration.
• Increased insurance costs: A history of GBV incidents can lead to higher insurance premiums due to the heightened risk profile.
• Management strain: Addressing GBV issues can divert significant management time and resources away from strategic objectives.

Preventing workplace violence and harassment is not just an ethical obligation; it is a sound business decision. By prioritizing prevention, supporting victims, and fostering a respectful workplace culture, organizations can safeguard their employees, their reputation, and their bottom line.”

“Workplaces lacking proper GBV prevention measures face significant consequences. These include increased absenteeism, reduced productivity, and higher turnover rates due to the adverse effects on employees’ mental and physical health. Additionally, such environments can damage an organization’s reputation, leading to a loss of trust among employees and stakeholders. Legal and financial repercussions are also likely, further impacting the organization negatively. Ultimately, failing to address GBV and harassment undermines the safety and well-being of employees and the overall health of the workplace. Implementing effective GBV prevention measures, including clear reporting channels, is crucial for fostering a healthy, productive, and inclusive workplace.”

“Employee turnover and productivity decrease due to continuous abuse or no laws protecting employees, again, employees may present psychological symptoms of post-traumatic stress disorder (PTSD) depression, stress, and even anxiety. Harassment tarnishes the organization reputation and in the long run may lead to loss of funds, collaborators, and even external support from different entities. Harassment leads to poor moral, gross damage to reputation, one can also see project failures, absenteeism, and termination in such abusive environments. It does not only damage the company’s reputation, that might lead to legal consequences where employees know their rights. More so, it can demoralize the team and create a negative working environment.”

See also: Will mandatory “return-to-office” improve employee performance or vice versa? | Experts’ Opinions

Gender-based violence remains a critical issue within the international development sector, affecting individuals across various regions and contexts. If you want to make a change and contribute to building best practices for GBV prevention, explore more than 150 open positions in the gender sector within international development. Become an Individual Professional Member to access them all, along with tenders and grants for individuals. Additionally, you will boost your visibility by becoming visible to over 4,600 member organizations and will be featured at the top of the search results, among many other options for discovery.