Violence and harassment in the world of work
deprives people of their dignity,
represents a threat to equal opportunities,
and is incompatible with decent work
and the promotion of sustainable enterprises.
Women are disproportionally impacted.
Gender-based violence and harassment, including sexual harassment,
has negative effects on the health, well-being and engagement of workers.
It also has a negative impact on workplace relations,
reputation, and productivity.
Gender-based violence and harassment have no place in today’s world of work,
yet they remain pervasive.
Domestic violence also can affect employment,
productivity and the health and safety of workers.
The ILO Violence and Harassment Convention, 2019 (No. 190)
and its accompanying Recommendation (No. 206)
recognize the right of everyone to a world of work
free from violence and harassment,
including gender-based violence and harassment.
These new ILO standards set out a common framework for action
in understanding, preventing and redressing
violence and harassment at work.
Enterprises can take a number of “steps commensurate with their degree of control”
to foster respectful, inclusive and safe work environments at all levels,
from the factory floor to high-level executive offices.
Employers – both directly and through their employers’ organizations –
as well as workers’ organization
can help shaping public policies,
call on governments to ratify and implement ILO Convention No. 190
and participate in social dialogue.
Individual enterprises can influence societal norms and behaviours
on gender-based violence and harassment
through advertising and campaigning.
Company policies and practices can go a long way when they:
Demonstrate leadership commitment to a company culture of zero-tolerance;
Adopt, implement and monitor a clear workplace policy on violence and harassment;
Establish prevention programmes with measurable objectives;
Promote occupational safety and health,
and take into account violence and harassment
and associated psychosocial risks in its management;
Foster guidance, training and awareness-raising,
in accessible formats as appropriate;
Implement monitoring and enforcement mechanisms at the workplace
to ensure that policies and programmes are also monitored
and workers have access to effective reporting and dispute resolution mechanisms;
Mitigate the impact of domestic violence in the world of work.
Companies and organizations can make a difference
by signing and implementing the Women’s Empowerment Principles (WEPs).
In collaboration with workers and their representatives,
they can – in addition to complying with national law –
align corporate policies and practices
with the ILO Violence and Harassment Convention, 2019 (No. 190)
and related Recommendation (No. 206)
and to the ILO Tripartite Declaration of Principles
concerning Multinational Enterprises and Social Policy.
Discover the Empowering Women at Work Capacity Development Platform,
take the We-Test to assess where your organization stands
on its journey to preventing and ending violence and harassment
and learn how to foster safe, respectful and inclusive workplaces in We-Master!
The time for a world of work free from violence and harassment is now!