Grac, a 27-year-old banker in Lagos, thought she had finally secured her dream job at one of the top banks in Nigeria right after graduation. She is brilliant and entered through the graduate trainee method while acing all her assessments and interviews. “Everything was fine until my supervisor started making inappropriate comments,” Grace recalled. “At first, I brushed them off, thinking it was just friendly banter, but it got worse.” Her manager, an influential figure in the bank, began requesting private meetings after work hours. “I refused several times, but he kept pushing,” she said. “He started implying that my promotion could depend on how ‘cooperative’ I was.”
After turning down his advances repeatedly, Bola noticed that she was excluded from major projects and important meetings. “I was sidelined for months. It became clear that because I wasn’t playing along, my career was at a standstill,” she added. After turning down his advances repeatedly, Bola noticed that she was excluded from major projects and important meetings. “I was sidelined for months. It became clear that because I wasn’t playing along, my career was at a standstill,” she added. Bola eventually filed a complaint with the bank’s HR department, but her case was dismissed without any action taken. “They told me to ‘focus on my work’ and ‘stop making baseless accusations’. I felt helpless.”
“I ended up resigning because the pressure was unbearable,” Bola said, with frustration in her voice. “I was good at my job, but because I wouldn’t submit to his advances, I lost everything.” This is one out of the numerous women who are continually harassed in their workplace.
Imagine walking into work every day with a sense of unease, fearing the next inappropriate comment or gesture from a colleague or superior. Unfortunately, for many women around the world, this is not just a passing fear but an everyday reality. Sexual harassment in the workplace has long been a silent epidemic, quietly eating away at women’s confidence, well-being, and career progression. A report by CIPM stated that female employees between the age 19 to 39 years of age, 64% claimed to have been harassed one way or the other. 79% claimed to have been harassed verbally while 46.7% claimed to have been touched and encountered advances. The issue, though pervasive, remains underreported and often ignored by organisations, leaving countless women to endure the injustice in silence.
According to the International Labour Organisation (ILO), “sexual harassment is a clear form of gender discrimination based on sex, a manifestation of unequal power relations between men and women”. Sexual harassment refers to unwelcome and inappropriate sexual advances, comments, or actions, which can create a hostile or uncomfortable work environment. It ranges from subtle forms like sexist jokes or comments to more overt actions such as sexual coercion or physical assault. The intent may vary, but the outcome is often the same — a toxic work atmosphere that disproportionately affects women and limits their opportunities for advancement.
Sexual harassment can take many forms. It includes but not limited to Verbal Harassment (unwelcome comments on physical appearance, sexual remarks, or innuendos); Non-verbal Harassment (gestures, suggestive looks, or the sharing of sexually explicit materials); physical Harassment (unwanted touching, hugging, or any form of physical intimidation); Quid Pro Quo (this is when a superior demands sexual favours in exchange for career progression or protection from negative consequences).
Though sexual harassment affects both men and women, studies have shown that women experience it more frequently and with greater severity. The subtle nature of some forms of harassment makes it harder to address. Women may be accused of overreacting or being overly sensitive. However, even in its most benign form, sexual harassment can leave a lasting impact on a victim’s emotional and professional life. In many industries, women are underrepresented in leadership roles, making them more vulnerable to exploitation by male superiors. Moreover, fear of retaliation, damage to their careers, or even disbelief from colleagues and management often keeps women from speaking out.
A global survey by the International Labour Organisation (ILO) shows that about one in three women have experienced some form of sexual harassment in their professional life. In countries like Nigeria, where cultural and societal barriers also play a role, the numbers are likely underreported.
The repercussions of sexual harassment on a woman’s career are far-reaching and profound. It goes beyond the immediate emotional and psychological distress and can significantly hamper long-term professional growth. Victims of sexual harassment often suffer from anxiety, depression, and a reduced sense of self-worth. This emotional toll can lead to disengagement at work, affecting performance, productivity, and enthusiasm for career advancement. Bola, a 30 year old teacher in a private school in Ibadan said she was always disengaged at a school where she worked 5 years ago because the principal was always passing inappropriate comments and touching her inappropriately when there was a need for her to go to his office.
Women who are harassed may avoid seeking promotions or challenging assignments to avoid interacting with their harassers. In some cases, they may leave their jobs entirely, forfeiting years of hard-earned experience and expertise. Often, the fear of being labelled as a troublemaker or creating a negative reputation keeps women from reporting harassment. In industries where reputation plays a significant role in advancement, a woman’s career can be derailed merely by raising her voice. When women leave jobs due to harassment, they often find it difficult to re-enter the workforce, especially if they left on poor terms or without solid references. Gaps in employment or a history of moving jobs frequently can make them appear less desirable to future employers.
While many countries have laws against sexual harassment, enforcement is often lacking. In Nigeria, the Violence Against Persons Prohibition Act (VAPP) criminalises sexual harassment, but many women remain unaware of their rights. Moreover, a culture of silence persists in many workplaces, where victims fear retaliation or being ostracised by colleagues. The legal battle can also be lengthy and emotionally draining, deterring many women from pursuing justice.
Industries with high levels of sexual harassment incidents inlude (in particular order), hospitality 40%, retail 34%, education 22% and medical 20%. Prior to 201 7, only 27% seemed to have reported and only 15% felt the issues were fairly dealt with by the necessary stakeholders. Organisations play a critical role in combating sexual harassment. Many workplaces have policies that are intended to protect employees, but these are often poorly implemented or ignored altogether.
Organisations need to develop comprehensive anti-harassment policies that clearly define what constitutes harassment and outline the steps for reporting it. These policies should be easily accessible to all employees, and regular training sessions should be conducted to ensure awareness. Also, merely having a policy is not enough. Organisations must ensure that perpetrators, regardless of their position, are held accountable. When employees see that action is taken against harassers, it creates a culture of safety and trust.
Support systems, such as counselling services or dedicated HR personnel trained in handling harassment cases, can make a significant difference. Victims should feel safe and supported when reporting incidents and should not fear retaliation. These supoort systems at workplaces should promote gender equality and mutual respect are less likely to tolerate harassment. This begins with leadership that prioritises ethical behaviour and sets a positive example for all employees.
While the responsibility for preventing harassment lies with organisations, women can also take steps to protect themselves. This is not to suggest that the onus is on women to prevent harassment, but rather to equip them with tools for safeguarding their well-being in environments that may not be fully supportive.
Understanding workplace policies and legal protections is essential. Women should familiarise themselves with their company’s anti-harassment policies and know the channels through which they can report inappropriate behaviour. If harassment occurs, it is important to keep a record of the incidents, including dates, times, and any witnesses. This documentation can be invaluable if a formal complaint is made.
Also, women should be encouraged to seek support. Whether through trusted colleagues, friends, or professional counsellors, seeking emotional support is crucial. Many women suffer in silence, but reaching out can provide the strength needed to take action. Women should report harassment to HR or other designated authorities within their organisation. If the internal systems fail, seeking external legal counsel may be necessary.
Addressing sexual harassment in the workplace is not just about enforcing rules; it is about changing the entire culture of work environments. Women should not have to navigate their careers with the additional burden of harassment. By creating supportive and respectful workplaces, organisations can help women thrive in their careers and contribute fully to their industries.
The responsibility also extends to men and other colleagues in the workplace. Allies can play a crucial role by speaking up when they witness harassment and fostering an environment of mutual respect. Educating all employees about the harmful effects of harassment and the importance of gender equality can contribute to more inclusive and safe workplaces. It is time for organisations and society as a whole to take a stand against this silent epidemic, ensuring that no woman is forced to choose between her career and her dignity. Women deserve to work in environments where they are valued for their skills, free from the fear of harassment, and where they can reach their full potential without obstruction.
