Despite ratifying the International Labour Organisation (ILO) Convention No. 190 (C190), Nigeria still struggles with implementing effective legal and institutional mechanisms to prevent and redress workplace harassment.
The Convention mandates preventive strategies such as workplace policies, training, and awareness initiatives, as well as obliges member states to offer legal remedies, support services, and protective measures for victims.
Therefore, its adoption by Nigeria provides a historic opportunity to address Gender-Based Violence and harassment (GBVH) structurally and sustainably. However, stakeholders argued that despite the strong legal foundation of C190, several barriers persist in translating it into practice in Nigeria, with a staggering economic cost and equally troubling statistics.
Cultural norms rooted in patriarchy continue to trivialise GBVH, often silencing victims and discouraging them from seeking justice.
The Director-General, Lagos Chamber of Commerce and Industry (LCCI), Dr Chinyere Almona, said enforcement remains weak due to insufficient 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 are also direct threats to economic development, employee well-being, and national progress.
Almona, who spoke at a workshop organised by the Labour Writers’ Association of Nigeria (LAWAN) in partnership with Friedrich Ebert Stiftung (FES), to equip journalists on understanding ILO C190 and reporting harassment at work as well as gender equality, said without overcoming the multifaceted barriers, ratification risks become symbolic rather than transformational.
To advance the fight against GBVH, she said Nigeria must adopt a multi-pronged, coordinated approach.
While she noted that legislative reform was essential, she said national laws must be harmonised with C190, and explicit workplace policies should be instituted to prohibit GBVH and establish clear reporting and disciplinary procedures.
Noting that the successful elimination of GBVH in the workplace depends on the concerted efforts of all stakeholders, she said the government must lead with policy direction, resource allocation, and legislative action aligned with global standards, while employers and trade unions should institutionalise anti-GBVH policies and incorporate the issues into collective bargaining agreements.
“Civil society organisations like the LCCI and the media play indispensable roles in advocacy, awareness-raising, and shifting societal attitudes through public discourse and educational programmes. Only through coordinated efforts across sectors can the structures that sustain gender-based violence be dismantled, and an equitable world of work be realised,” she said.
In their paper presentation, ‘Reporting on Harassment at Work’, a journalist, Funmi Komolafe, said sexual harassment, a form of humiliation that must not be tolerated, limits the productivity of the worker and also hurts the economy.
She maintained that the role of trade unions and employers in creating a healthy environment for the dignity of workers is vital to the efficacy of prevention efforts.
Speaking on ‘Different forms of Harassment in Workplace’, a Professor of Journalism at the Lagos State University (LASU), Tunde Akanni, encouraged employees to be proactive in creating a respectful environment.
While he reminded employees of their right to report harassment without fear of retaliation, the don also urged organisations to reiterate their commitment to take reports seriously and maintain a safe and respectful workplace for everyone.
Presenting a paper ‘Gender Equality and the Workplace’, Assistant Director, Corporate Affairs and Communications, Nigeria Employers’ Consultative Association (NECA), Adebola Akinwade, highlighted the understanding, importance, challenges, and opportunities for promoting gender equality in the workplace, vis-a-vis its best practices.
Additionally, an Associate Consultant with Global Hub and Humanitarian HR, Janet Anaele-Abazie, who spoke on ‘Understanding Harassment at Work’, spoke on the different forms of harassment at work, their impact on individuals and organisations, as well as the legal frameworks and international standards.
Chairman of LAWAN, Toba Agboola, said beyond reporting, “there are issues we need to look into and a way of giving back to society in our way, the reason we are partnering with FES to broaden our knowledge base and give more visibility to reporting the topic”.
