Ensuring Workplace Safety Against Harassment and Violence

Ensuring a safe and inclusive workplace is vital for sustainable development. Achieving this requires robust workplace safety and health measures, including addressing unnoticed harassment and violence. To assist in this effort, the recent International Labour Organization (ILO) study reveals efforts and challenges to prevent violence and harassment at work.

Overlooked Risk in Workplace Safety

Occupational health and safety (OHS) procedures are standardized measures designed to minimize health and safety risks in the workplace. Although mental health is gaining more attention, the main focus still tends to be on preventing physical injuries, often overlooking the risks associated with mental and gender-based harassment or violence.

Despite being commonly ignored, the extent of workplace violence and harassment is concerning. A joint global survey by the ILO reveals that 1 in 5 employed individuals has encountered physical, psychological, or sexual violence or harassment at work. Additionally, victims often hesitate to report their experiences, fearing damage to their reputation, and usually disclose incidents only after enduring multiple forms of violence.

In many workplaces, violence and harassment often go hand in hand with discrimination. While outright discrimination is usually banned worldwide, subtler forms of it can sneak in through harassment which isn’t always as strictly regulated.

Violence and Harassment Prevention

The recent report titled “Preventing and addressing violence and harassment in the world of work through occupational safety and health measures” highlights the importance of OHS measures in preventing workplace violence and harassment. It recommends integrating violence and harassment risks into workplace safety and health to actively address the root causes of such instances. 

The study examined 25 countries and discovered that about two-thirds of the legal rules regarding workplace violence and harassment are within OHS legislation. However, each country has its unique approach to addressing these issues. 

For example, Denmark and El Salvador have specific provisions, whereas Spain and Tunisia provide comprehensive guidance without directly mentioning violence and harassment. In contrast, Barbados, Bangladesh, and Georgia focus on sexual harassment policies and physical hazards in different ways.

Nevertheless, small businesses and informal sectors may struggle to prevent violence and harassment through OHS because of their limited resources. This makes workers in these sectors more vulnerable to such instances due to lack of coverage and social protection. To tackle these challenges, ILO suggests measures such as extending social protection coverage and organizing informal workers. 

Enhancing Additional Tools and Monitoring

While OHS emphasizes the work environment and encourages collective action, guidance and tools are still essential for achieving effectiveness. These guiding tools can take various forms, such as codes of practice, guidelines, training programs, and practical tools. It’s also important to recognize the diverse organizational contexts and administrative capacities of each company to customize solutions to their specific needs and level.

Additionally, it’s essential for national lawmakers and regulations to provide ongoing support and monitor policy implementation in the workplace through data assessment. Employers and workers alike play a pivotal role in preventing mental and gender-based violence and harassment, necessitating common understanding and adherence to regulations in upholding a safe work environment for all. Compliance with these rules is essential for building a workplace culture that prioritizes everyone’s wellbeing and dignity.

Editor: Nazalea Kusuma