Consider which intervention or combination of interventions could be the most effective in your setting to counter sexual harassment. Based on any findings from qualitative and/or quantitative methods to better understand sexual harassment in your context, you should then consider which gender-transformative interventions could:
- Provide information and education about health workers’ rights for a workplace free from sexual harassment?
- Attempt to change imbalance of power or otherwise level the playing field for male and female health workers?
- Introduce, make use of, or further the existing legal protections against sexual harassment in the workplace?
- Take measures to end impunity for perpetrators of sexual harassment and other forms of gender discrimination?
Suggested interventions
- Develop, monitor, and enforce antidiscrimination and equal opportunity policies, including anti-sexual harassment policies, in the workplace.
- Integrate prevention of and protections against workplace violence and sexual harassment in occupational safety and health policies and programs.
- Establish reporting and grievance mechanisms that track the number of formal complaints, include consequences for perpetrators, and prohibit retaliation against victims.
- Conduct training and outreach to raise awareness of sexual harassment and the policies and mechanisms available to prevent and report it.
Country examples
- Kenya: Chuka University’s code of conduct and ethics policy, which applies to all staff, faculty, and students
- South Africa: Radio and television show Soul City specifically addresses violence against women in its fourth series
- Australia: Queensland Department of Health’s workplace harassment and sexual harassment policy
- Global: This ILO fact sheet on “Sexual Harassment at Work” cites reports of sexual harassment rates in the workplace in Hong Kong, Italy, and Australia, and notes that countries such as Brazil, Belize and the Philippines have legislations targeting sexual harassment.
