The National Commission for Civic Education (NCCE) held a roundtable discussion on the topic, “Sexual harassment at the workplace”. The programme was organized in accordance with Article 233 of the 1992 Constitution, which espouses the functions of the Commission. Gender-related issues and discrimination is also stipulated in Articles 17, 24 and 27 respectively. The programme was held at the head office of the Commission on Tuesday, 10th October, 2022 at 10:00 am.
In attendance was the Chairperson of NCCE, Ms. Kathy Addy, the Deputy Chairman in charge of Operations, Mr. Samuel Akuamoah, departmental heads, and their deputies, as well as some selected staff and the media. District Directors also joined us via zoom.
Discussants for the event were Mrs. Ama Lawson (General Manager, HR, and Administration - Media General Limited), Mrs. Shiela Minka-Premo (The Law Institute/ Convenor - DV Coalition), and Mrs. Alberta Laryea Gyan (Gender Department - Trade Union Congress).
The programme was opened with a prayer by Ms. Emmanuella Obeng-Koranteng (CEO), followed by opening remarks from the Chairperson, Ms. Kathy Addy. Ms. Addy welcomed all present and was grateful for making time for the event.
In her remarks, she emphasized the importance of the Commission in identifying relevant societal issues in society and bringing key stakeholders on board to address them, including the media. She stressed on the consequences of sexual harassment on both victims and perpetrators, such as violation of human rights and dignity, health and psychological challenges, high work turnover, low productivity, as well as financial constraints for both parties. This is the work of the NCCE, to educate the public to enforce the gender provisions in the Constitution. She stated that this would empower workers exhibit their full potential, devoid of fear and discrimination.
Mrs. Lawson spoke on what sexual harassment is, and strategies to address it. She mentioned that a major challenge is that many people do not know what it is, let alone, how to recognize it. According to her, sexual harassment is any unwelcome or unwanted sexual remark or physical advances in a workplace that creates an intimidating and hostile environment. She explained the two (2) types of sexual harassment (Quid pro quo and sexual harassment from senior staff to juniors). She further explained the psychological trauma victims suffer. Mrs. Lawson was quick to add that gender issues refer to both males and females and grounded her discussion in relevant literature. She stressed on the importance of policies at the workplace to curb this menace. She hinted that it should be launched, endorsed by key players, be put up on company websites to develop confidence in workers and assure them of punitive measures meted out to all perpetrators. She advised employers to make sure it is clear, confidential, and the processes for grievances and complaints be known and understood by all staff.
Mrs. Minka- Premo then discussed sexual harassment from the legal perspective. She explained that the distinction between what is natural, biological and socially accepted should be clear. She stated that the public use the gender analytical approach and stated some of the laws that frowns upon sexual harassment and discrimination in any form. These include Articles 17 and 24 of the 1992 Constitution, The Labour Act, sections 10, 14 and 15, the Maputo Protocol, Sustainable Development Goal 5 (Gender Equality), the Beijing Declaration, the African Charter Article 18, ILO Convention 190 and Convention 111, 1958. Lawyer Minka-Premo informed the public that if a person willingly resigns, is forced to quit or is dismissed upon refusal to give in to sexual harassment at the workplace, she can take the matter to court. She expressed grave dissatisfaction on the cultural problem of the perception of what sexual harassment is, especially with respect to power imbalances in society. She mentioned that penalties include re-instating, re-employing, and compensating victimized workers, but if the act was actually sexual abuse, then perpetrators can be jailed for up to 25 years. In curbing this, she suggested that our children be sensitized from the onset. This, she believes would help change the narrative.
Mrs. Gyan also reminded the audience that sexual harassment can even be between two (2) men, and two (2) women. She advised that a person should immediately warn, or discourage any appearance of sexual harassment, otherwise it sends a signal of approval to the perpetrator. She also suggested that every office has a Sexual Harassment Committee; victims and perpetrators are interviewed separately; if necessary for the investigation, third parties are involved and punitive measures meted out. Even if the claim proves to be false, everyone should be sensitized on the issue. She warned that when both parties are in approval or are in love, it is not sexual harassment.
A few recommendations were that the psychological repercussions because it affects every aspect of the victims’ lives, and education should be intensified on sexual harassment at work, where we spend about 8 hours of our time each working day and potential victims can be on the lookout and get evidence by recording and keeping pictures of inappropriate sexual gestures or acts.
On that note, Ms. Kathleen Addy spoke against the assertion that a victim may have been abused because of what they were wearing. She exclaimed that a person’s body belongs to them and therefore no one else has the right to violate it, whatsoever, and this has nothing to do with the dress code for official duties (it is the HR’s job to deal with that person).
Mr. Asare Akuamoah, supported the advocacy on integrating the C190 and expressed his profound gratitude to all, especially the discussants. The programme came to an end with a closing prayer by Ms. Samira Yahaya (CEO).
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