Promoting workplace safety: FES, LCCI, NECA train journalists on ILO Convention 190, reporting harassment at work
By Eberechi Obinagwam
Journalists have been trained on the knowledge and skills necessary to effectively report on harassment at work and gender equality with a focus on International Labour Convention 190.
The training, organized by the Labour Writers Association of Nigeria in collaboration with Friedrich-Ebert-Stiftung and the International Labour Organization (ILO) in Lagos, focused on equipping journalists with expertise to report on workplace harassment with the theme ‘Gender-Based Violence and Harassment in the Workplace.’
Funmi Komolafe, former labour editor at Vanguard, in her presentation on reporting harassment at work, advised journalists to verify facts before publishing, especially reports on sexual harassment. She emphasised that one of the rules in journalism is that facts are sacred. “So a journalist needs to be sure of his or her facts before publication. This does not mean that a journalist may not err.”
According to her, 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 which may consist of: insults, remarks, jokes and insinuation of a sexual nature and inappropriate comments on a person’s dress, physique, age or family situation.
She further noted that to report sexual harassment, there must be a complainant.
“At this stage we need to consider the channels of complaints that would not place the complainant at a disadvantage. First, has the workplace a channel for the complainant to make her claims? If the answer is negative, 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 lady to meet her in the hotel, then there is a story. However, the text and the reply of the complainant are necessary for the reporter to have an acceptable copy.
“A good story on sexual harassment should not be based on rumours or unfounded statements or sentiments. We should be conscious that the other person against whom a complaint is made also has a workplace right that must be respected. If the complainant has a recording of sexual advances made against her, the reporter has a story.”
Funmi however, urged female journalists to be confident in themselves as it is one way to avoid sexual harassment. “Don’t see a particular beat as too hard for a woman. Set a goal for yourself in your profession and read about your beat. When you are confident, men will rise to your defense.”
Professor Tunde Akanni in his paper on understanding and addressing workplace harassment reporting, support and confidentiality added that reporting harassment at workplace is important because it allows the organization to be aware of and address the issue, helps protect yourself and others from future harm and it is the first step towards resolving the situation and preventing recurrence.
Akanni noted that harassment creates a toxic environment, leading to stress, anxiety, and decreased job satisfaction while a respectful workplace fosters a sense of safety and belonging.
He called on employers to encourage employees to be proactive in creating a respectful environment and remind them of their right to report harassment without fear of retaliation.
Also, Chinyere Almona, FCA, director general, Lagos Chamber of Commerce and Industry, in a keynote speech said the issue of gender-based violence and harassment (GBVH) in the workplace does not only violates individual rights but also impedes the creation of safe, inclusive, and productive work environments.
She said, gender-based violence and harassment remain pervasive globally, with one in three women estimated to experience physical or sexual violence in their lifetime, most often by an intimate partner.
Almona said, 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.
She said: “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.
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.”
She stressed that 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.”
To advance the fight against GBVH, she said, Nigeria must adopt a multi-pronged, coordinated approach. “Legislative reform is essential; national laws must be harmonized with Convention No. 190, and explicit workplace policies should be instituted to prohibit GBVH and establish clear reporting and disciplinary procedures.”
She noted that a safe workplace is not a privilege but a right and when we do that we are doing what is right.
Adebola Akinwande, a representative from Nigerian Employer’s Consultative Association added that harmful gender stereotypes and biases can limit opportunities and perpetuate inequality which is one of the challenges to achieving gender equality.
She encouraged women to defy traditional limitations and stereotypes, embracing their potential to excel in various roles while urging men to recognize and challenge existing gender biases, support women’s empowerment and consider the impact on future generations.
