The Model Workplace Programme champions SGBV and Harassment in the workplace in Zimbabwe!
The Country Office is participating in the Spotlight Initiative – an EU supported programme, which is a global partnership to eliminate all forms of violence against women and girls. The programme is an integrated package of interventions across six pillars which are: legislative and policy frameworks; institutional strengthening; prevention and social norms; delivery of quality essential services; data availability and capacities and supporting the women’s movement.
(ILO News, Harare) The Spotlight Initiative in Zimbabwe (2020 -2022) is being implemented by UNDP, UN Women, UNFPA, UNESCO, UNICEF, and the ILO. Its main vision is that women and girls realize their full potential in a violence-free, gender-responsive and inclusive Zimbabwe. This Country Programme for Zimbabwe uses a multi-sectoral, multi-layered, interlinked, community-centred approach to implement the interventions.
The Initiative directly contributes to Zimbabwe’s achievement of two of the country’s prioritized Sustainable Development Goals (SDGs): SDG 3 and SDG 5. The ILO’s contribution spreads across UNSDCF Pillars 3, 4, and 6 and is multi-pronged.
One of the components is to addressing issues of violence and harassment in the workplace, and provides technical guidance to the formal workplace organisations and effective policy development, education of workers, as well as reporting, investigations and response processes to follow. All this is guided by the provisions of the ILO Convention 190 and Recommendation 206, on the elimination of violence and harassment in the world of work.
The intervention had a specific objective for trade unions which aims to strengthen their advocacy role in demanding policies and programmes on violence and harassment in the workplace.
To guide a structured response in the world of work, a first generation strategy: Zimbabwe: Strategy to Eliminate Sexual Harassment and GBV in the Workplace (2021 - 2025) has been developed with input from employers and trade unions and other stakeholders under the Spotlight Initiative. The strategy seeks to protect all levels of workers, and other persons in the world of work, against SGBV in the workplace and ultimately create an environment that will lead to a reduction of gender-based violence and harassment in Zimbabwe’s work spaces.
The ILO partnered with ten (10) private sector companies and one government ministry to develop and as well as review sexual harassment policies, including clear reporting mechanisms. The intervention included conducting education and awareness campaigns on SGBV and harassment as a communication and knowledge sharing strategy. It was meant to ensure the cascading of information to all levels of workers within a company. Gender Equality Champions were identified and also trained in all the partner companies. They serve a critical role as peer educators in the workplace, mandated to provide correct information to colleagues, and guide appropriately on reporting and accessing referral services. This is one of the sustainability modalities for knowledge sharing as well as peer support
The ten companies have developed Sexual Harassment policies in line with the ILO Convention No. 190 guidance. Early reports indicate an increase in the number of cases being reported in these companies, as more workers know their rights, and are clearer on reporting mechanisms, as well as protection of jobs after reporting.
In some of the organizations: TelOne – a telecommunications company; FBC - a bank and Dairibord – a dairy products processing company, gender committees have been set up to spearhead a broader Gender Equality programme that is seeking to promote the advancement of women in the workplace, through gender awareness, peer support and campaigns to foster a healthy working environment.
Dairibord aspires to not only be “gender champions but societal champions.”
GMB is contending “to make GMB a safe working environment free from sexual harassment, bullying, all forms of violence and harassment.”
The Initiative directly contributes to Zimbabwe’s achievement of two of the country’s prioritized Sustainable Development Goals (SDGs): SDG 3 and SDG 5. The ILO’s contribution spreads across UNSDCF Pillars 3, 4, and 6 and is multi-pronged.
One of the components is to addressing issues of violence and harassment in the workplace, and provides technical guidance to the formal workplace organisations and effective policy development, education of workers, as well as reporting, investigations and response processes to follow. All this is guided by the provisions of the ILO Convention 190 and Recommendation 206, on the elimination of violence and harassment in the world of work.
The intervention had a specific objective for trade unions which aims to strengthen their advocacy role in demanding policies and programmes on violence and harassment in the workplace.
To guide a structured response in the world of work, a first generation strategy: Zimbabwe: Strategy to Eliminate Sexual Harassment and GBV in the Workplace (2021 - 2025) has been developed with input from employers and trade unions and other stakeholders under the Spotlight Initiative. The strategy seeks to protect all levels of workers, and other persons in the world of work, against SGBV in the workplace and ultimately create an environment that will lead to a reduction of gender-based violence and harassment in Zimbabwe’s work spaces.
The Model Workplace Programme (MWP)
Under this programme, the ILO, in partnership with the tripartite plus world of work stakeholders, are implementing a component entitled Model Workplace Programme (MWP) of the Spotlight Initiative. It looks at addressing issues of violence and harassment in the workplace. Its specific objective is to strengthen the capacity of employers and workers’ and their organisations to develop and implement sector specific and enterprise level policies and programmes.The ILO partnered with ten (10) private sector companies and one government ministry to develop and as well as review sexual harassment policies, including clear reporting mechanisms. The intervention included conducting education and awareness campaigns on SGBV and harassment as a communication and knowledge sharing strategy. It was meant to ensure the cascading of information to all levels of workers within a company. Gender Equality Champions were identified and also trained in all the partner companies. They serve a critical role as peer educators in the workplace, mandated to provide correct information to colleagues, and guide appropriately on reporting and accessing referral services. This is one of the sustainability modalities for knowledge sharing as well as peer support
The ten companies have developed Sexual Harassment policies in line with the ILO Convention No. 190 guidance. Early reports indicate an increase in the number of cases being reported in these companies, as more workers know their rights, and are clearer on reporting mechanisms, as well as protection of jobs after reporting.
In some of the organizations: TelOne – a telecommunications company; FBC - a bank and Dairibord – a dairy products processing company, gender committees have been set up to spearhead a broader Gender Equality programme that is seeking to promote the advancement of women in the workplace, through gender awareness, peer support and campaigns to foster a healthy working environment.
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Dairibord aspires to not only be “gender champions but societal champions.”
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