Capitalethiopia’s Post

In Pakistan, workplace harassment against females, especially those starting their careers, remains a significant challenge. Women often face inappropriate behavior, including verbal abuse, unwanted advances, and discrimination. This hostile environment not only undermines their confidence but also hampers their professional growth. Despite legal frameworks aimed at protecting women's rights, enforcement remains weak, and cultural stigmas often prevent victims from speaking out. Creating awareness and promoting a respectful workplace culture is essential for fostering a safer and more inclusive environment for all. #WorkplaceHarassment #WomenInWorkforce #GenderEquality #SupportWomen #EndHarassment #SafeWorkplace #EmpowerWomen

In South Africa, the Employment Equity Act 55 of 1998 (“EEA”) prohibits harassment, including sexual harassment. The Code of Good Practice on the Prevention and Elimination of Harassment in the Workplace (“the Code”) provides guidelines for employers on how to proactively address and prevent harassment. Employers have a duty to implement policies, conduct risk assessments and educate their employees on identifying and reporting harassment. Failure by employers to take adequate steps to eliminate harassment in the workplace and failing to take reasonable steps to prevent or respond to incidents of harassment can result in vicariously liability for employers. Although the #MeToo movement had limited traction locally, South Africa’s fight against gender-based violence remains a national priority. Social campaigns like #AmINext have driven activism against sexual violence in South Africa. Addressing workplace sexual harassment is a RED-level priority, as South African employers continue to take steps to ensure compliance with the law and to promote safe and inclusive workplaces. Read the guide here: https://lnkd.in/dZCpVjbF #CMS #CMSlaw #Employment #Labour #SexualHarassment #EmploymentLaw #WorkplaceSafety #SouthAfrica #LabourLaw #TransformtheOrdinary 

Know Your Rights, Know Your Power! 💪 The Protection Against Harassment of Women at the Workplace Act was enacted in 2010 and serves as a legal framework to address and prevent workplace harassment in Pakistan. It aligns with Pakistan’s international obligations under the Universal Declaration of Human Rights (UDHR) and the Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW) it’s a shield against: 💬 Unwelcome sexual advances 🚫 Verbal or non-verbal sexual communication 📉 Interference with work performance ❄ Creation of a hostile or offensive work environment ⚠️ Retaliation for reporting misconduct Your workplace should uplift you, not silence or intimidate. Let’s stand together for a harassment-free future. 💪 #MehfoozMaqaam #WorkplaceSafety #KnowYourRights #mehfoozauratmehfoozmustakbil https://lnkd.in/gtjyHQm7

Sexual harassment in South Africa is alarmingly High, with 1 in 3 women—over 9 million individuals—affected, many cases remaining unreported and unaddressed. This presents considerable legal risks for businesses, underscoring the necessity for maintaining a safe and professional workplace environment. Manje offers comprehensive solutions to help organizations effectively address and prevent these critical issues. Contact us today. #SexualHarassment #SafeWorkplace #LegalCompliance #ProfessionalEnvironment #ManjeSolutions

ILOSTAT Tackling work-related violence and harassment: What data from three pilot surveys in West Africa reveal [25 November 2024] https://lnkd.in/gKEgqZrZ Initial results from pilot surveys in Burkina Faso, Côte d’Ivoire and Senegal reveal significant prevalence of violence and harassment at work. Psychological violence and harassment is the most common form, with women being particularly affected by sexual violence and harassment. These behaviours affect the mental and physical well-being of workers, calling for urgent action.

𝐃𝐢𝐝 𝐲𝐨𝐮 𝐤𝐧𝐨𝐰? The new law protects women in all work settings. Report harassment, and seek justice. The amendment to the Protection against Harassment of Women at the Workplace Act, 2010, is a significant step towards ensuring a safer and more equitable work environment for women in Pakistan. By expanding the definition of workplace and strengthening the legal framework, the law aims to prevent harassment and provide justice to victims. #WorkplaceHarassment #WomenEmpowerment #YourVoiceMatters   #16DaysofActivism #EndVAW #EndGBV #NoExcuse #PakistanForProgress #OrangeTheWorld #TogetherAgainstViolence  #violenceagainstwomenstopshere European Union in Pakistan

#CDHAlert | In today's alert, the Employment Law practice team promotes a workplace free of Gender-Based Harassment. The 16 Days of Activism against Gender-Based Violence highlights the urgent need to address all forms of violence and harassment, including those rooted in gender and sex. Harassment in the workplace is an issue that undermines dignity, equality, and safety. Eliminating workplace harassment is a critical step toward building a society free from gender-based violence. Click here to read the Africa Harassment Guide - https://bit.ly/3XTuisV Furthermore, Aadil Patel, Nadeem Mahomed, and Lynsey Foot discuss Section 189A: Must there be compliance with your internal collective agreement before embarking on strike action? Click here to read more - https://bit.ly/4i5XLri #EmploymentLaw #CDHInsights #CDHExperts #Section189A #HarrasmentGuide

Shocking sexual harassment facts: 😪 An estimated 68% of women in the UK experience sexual harassment in their lifetime. (gov.uk) 😪 40% of women and 18% of men have experienced some form of unwanted sexual behaviour in the workplace. (parliament.uk) 😪 Over one in two women in the UK have experienced sexual harassment in the workplace. This rises to nearly two in three women aged 18-24. (TUC) The updated Worker Protection (Amendment of Equality Act 2010) Bill requires employers to take reasonable steps to protect their workers by preventing sexual harassment in the workplace. With these sobering facts in mind, the extra protection intended by the legislative changes is sorely needed. Workers are to have greater protection from sexual harassment from 26 October 2024. Employers need to be aware of the new regulation and step up to ensure they meet requirements. Discover what action is needed: https://bit.ly/3NfxUyW . . . #HR #humanresources #peoplesolutions #HRsolutions

Despite the enactment of a workplace harassment law, societal norms have not allowed full implementation of these legal reforms. Thus, putting the safety of women at stake in workplaces. As highlighted by the Home Based Women Workers Federation, 90% of domestic workers have faced harassment, 40% of women have experienced digital harassment, and significant percentages have endured physical and sexual violence. . . . #ppwf #vawg #vaw #violenceagainstwomen #workplace #harassment #safespace #safety #safetyfirst #womensrights #pakistan

Did you know that 1 in 3 women globally experience sexual harassment at work? Gender-Based Violence and Harassment (GBVH) is a pressing issue in workplaces globally. From harassment and discrimination to exploitation, these behaviors not only violate individuals’ dignity but also harm workplace morale, productivity, and well-being. Why This Matters: Global Context: 1 in 3 women worldwide has experienced sexual harassment at work (UN Women & ILO, 2020). Regional Insights: In Kenya, 38% of women reported workplace harassment, while in Rwanda, 45% of women in formal sectors faced some form of harassment. I recently had the privilege of training the HR and Safeguarding teams at Basi Go on preventing and addressing GBVH in the workplace. This included identifying various forms of GBVH, creating robust policies, and empowering employees to speak up safely. Best Practices for Tackling GBVH: Strong Anti-Harassment Policies: Zero tolerance, clear reporting mechanisms, and whistleblower protection. Training & Awareness: Regular sessions for all employees on recognizing and addressing GBVH. Inclusive Leadership: Promoting respect and equality through leadership accountability. Support Systems: Counseling, legal aid, and a safe environment for survivors. Immediate Investigations: Transparent and fair processes for reported cases. As we mark Day 13 of the 16 Days of Activism Against GBV, let’s champion safer, inclusive workplaces where everyone is valued and protected. Together, we can break the silence, challenge harmful behaviors, and ensure dignity and safety for all employees. #EndGBVH #SafeWorkplaces #16DaysOfActivism #WorkplaceSafety #InclusiveLeadership