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Say NO to violence and harassment in the world of work

Transformation No To Harrasment C190

C190 recognises the Right of everyone to a world of work free from violence and harassment. As a responsible employer it is your responsibility to take the lead in combatting any form of violence or harassment in the workplace.  In this second communication we address the definitions of violence and harassment, where it occurs and what you can do.

This week we define what constitutes violence and harassment, we talk about where it can occur and what obligations there are on members.

Definitions of violence and harassment

There are a wide range of unacceptable behaviours and practices.

These range, amongst other from:

  • physical, verbal, non-verbal forms of violence and abuse,
  • sexual violence and sexual harassment,
  • psychological abuse, psychosocial violence and harassment,
  • bullying and mobbing,
  • threats and intimidation,
  • stalking and cyber harassment through technology and the Internet.
  • Violence and harassment by third-parties such as, clients, customers, students, pupils and the general public.
  • Gender-based violence, including sexual harassment and domestic violence.

Convention No. 190 calls for an “inclusive, integrated and gender-responsive approach for the prevention and elimination of violence and harassment in the world of work”.

Where does violence and harassment in the world of work occur?

  • In the workplace, including public and private spaces where they are a place of work;
  • In places where the worker is paid, takes a rest break or a meal, or uses sanitary, washing and changing facilities;
  • During work-related trips, travel, training, events or social activities;
  • Through work-related communications, including those enabled by information and communication technologies;
  • In employer-provided accommodation; and
  • When commuting to and from work.

Your obligations as set out in Article 9

  • Adopt and implement, in consultation with workers and their representatives, a workplace policy on violence and harassment;
  • Take into account violence and harassment and associated psychosocial risks in the management of occupational safety and health;
  • Identify hazards and assess the risks of violence and harassment, with the participation of workers and their representatives, and take measures to prevent and control them; and
  • Provide to workers and other persons concerned information and training, in accessible formats as appropriate, on the identified hazards and risks of violence and harassment and the associated prevention and protection measures.

Next week we will touch on workplace policies and what you need to include in a model policy and procedure document.

Nonhlanhla Noni Tshabalala – Transformation Director & HR Manager