Now that you have learned about sexual harassment, it is time to think about how you can advocate for change in your setting. Consider the following questions:

• Are there pre-existing laws or policies to protect workers from sexual harassment that apply to your institution? National labor laws may contain clauses on sexual harassment.
• What policies on equal employment opportunity (including safety at the workplace) exist at the international, national, regional, and institutional levels? The International Labour Organization’s Employment and Occupation Convention seeks to protect all employees at their place of work to ensure that that their rights are promoted, respected and fulfilled.
• Could more be done in your context to develop, finance, or implement a policy at the national, regional, or local level?
• Which interventions could be implemented at the local level (e.g., within a regional directorate or health facility management team) to counter pregnancy and family responsibilities discrimination for health workers?
• What stereotypes should be combatted to prevent sexual harassment in health workplaces? What public, private and civil society actors could you work with to operationalize existing sexual harassment regulations in your setting?
• What can you do to advocate for developing a strategy that protects health workers from all forms of sexual harassment?

 

These nine steps will help guide you to develop your own Advocacy Strategy.

 

You can also continue learning about the other types of gender discrimination by clicking on the other photos above, or here: pregnancy and family responsibilities discrimination, occupational segregation, and wage discrimination.