Let’s rid workplaces of sexual harassment

Our employers and work supervisors need to take heed and act on the loud calls to stop sexual harassment at workplaces (‘NGO calls for disclosure of office sex scandals’, Daily Monitor, October 26). This call by Care International challenges employees to expose unsolicited sexual advance or conduct on the job.

Care Uganda’s call is well-timed, coming on the day to commemorate the International Human Rights Day in Kampala. It also comes hot on the heels of a proactive measure (‘Judiciary probes sex abuse claims’, Daily Monitor, December 11).
Similarly, Makerere University has instituted concrete measures to check perpetual ‘cases of sex for marks’ that has rocked Uganda’s premier and oldest university for years now. But these calls and measures still remain isolated and inadequate, thus our stepping in to amplify their calls.

We have previously added our voice in fighting the vice in an editorial (‘Stamp out sexual harassment now’, Daily Monitor, June 27). But Care says workplace sexual abuse persists and is rampant. Care now asks employees, both men and women, to expose the vice, because it affects both sexes. This is also precisely why other employers should emulate the steps taken by the Judicial Service Commission.

However, to achieve significance, the fight against sexual harassment demands that every employer, supervisor and worker be made aware of how to identify and prevent sexual harassment. This means they should be schooled on the range of sexual harassment at the workplace. These tell-tale signs or outright sexual harassments range from invasive flirtations, multiple unwelcome requests to go out for a drink, dinner, soliciting outright sexual favours, demeaning sexual comments, explicit sexual jokes or innuendos, pinching, fondling, caressing, and mouthing sweet-nothings as ‘baby’, ‘sweetheart’, ‘honey’, ‘bunny’ by supervisors or even juniors.

In summary, instituting workplace sexual harassment policies, and equipping employers, supervisors, and workers regulations, setting up a sexual harassment committee, complaints procedure, referrals of difficult-to-handle cases, and protection of complainants, maintaining confidentiality, and executing penalties will go a long way in maintaining a healthy and productive work environment. The law, Employment (Sexual Harassment) Regulations, 2012, demands that every employer with more than 25 employees shall adopt a written policy against sexual harassment, and also display or post it in conspicuous area at the work place.
We all owe it to our mothers, sisters, and daughters that we rid workplaces of molestation so they work in environments free of sexual harassment.