By Monica Brown

Hello Everybody,

Today we will unpack #part7  of the article *Addressing Gender-Based Violence in the South African Workplaces*.

Without further delays let us get into highlighting the significance of collaboration between employers, employees, unions and relevant stakeholders to combat #gbv in the workplace. We will also discuss the role of government agencies, NGO sector and community organisations in providing support and resources to victims and survivors of #genderbasedviolence in the workplace.

Collaboration between employers , employees , unions and relevant stakeholders is of utmost significance when combatting gender-based violence in the workplace. Here are key reasons why their collective effort is crucial.

  1. Holistic Approach#GBV in the workplace requires a comprehensive and multifaceted response. Collaboration ensures that different perspectives , expertise and resources are brought together to address the issue from various angles. This holistic approach leads to more effective strategies and solutions.
  2. Shared Responsibility: GBV #prevention and #intervention should not fall solely on the shoulders of victims or individual organisations. Collaboration spreads the responsibility across employers, employees, unions and stakeholders , emphasising that creating a safe and inclusive work environment is a collective effort. This shared responsibility fosters accountability and long-term commitment.
  3. Diverse Expertise: Each stakeholder brings unique expertise and knowledge to the table . Employers understand organisational dynamics, policies and procedures . Employees provide insights into their experiences and needs. Unions advocate for workers’ rights and support affected individuals. Collaboration ensures that these diverse perspectives are considered when designing preventative measures , support systems and reporting mechanisms.
  4. Comprehensive Policies and Practices: Collaboration enables the development and implementation of comprehensive policies and practices to address #GBV in the workplace. Employers can establish clear guidelines, reporting procedures and disciplinary actions. #Employees and #unions can provide input on policy development , ensuring it reflects the realities and concerns of those affected. Stakeholders can contribute to #awareness #campaigns and #training programs.
  5. #Support Systems: Collaboration allows for the establishment of robust support systems for victims and survivors of #gbv in the workplace. Employers can offer counselling services, confidential reporting channels and access to resources . Unions can advocate for policies that protect victims’ rights and provide assistance during legal proceedings. Stakeholders can contribute by offering specialised services, such as trauma counselling or legal aid.
  6. #Awareness and #Education: Collaboration facilitates the development of educational programs and awareness campaigns on GBV. Employers can organise training sessions to educate employees about their rights, prevention strategies and available support . Unions can promote awareness amongst their members, encouraging reporting and seeking help. Stakeholders can contribute by disseminating information and resources through their networks.
  7. Advocacy and Policy Change: Collaborative efforts can influence policy change at both organisational and societal levels. Employers , employees , unions and stakeholders can work together to advocate for legislative reforms, improved workplace policies and better enforcement mechanisms.By leveraging their corrective influence, they can drive systemic change and create safer work environments for all.

Sexual Harassment at Work

Furthermore Government Agencies , NGO’s and Community Organisations also play crucial roles in providing support and resources to combat #genderbasedviolence in the workplace.Let us discuss in detail how they can help us in our fight against this pandemic.

  1. #Government #Agencies :

1.1. Policy Development: Government Agencies formulate and implement policies and laws that address GBV in the workplace. They establish legal frameworks , guidelines and standards that employers and organisations must adhere to.

1.2. Awareness and Education: Government Agencies conduct awareness campaigns and educational programs to inform the public, employers and employees about #GBV in the workplace , it’s impact and available resources.

1.3. Enforcement and Compliance: Government Agencies enforce #GBV – related laws and regulations, ensuring that employers take necessary measures to prevent and address workplace violence. They may conduct inspections , investigations and impose penalties for non-compliance.

1.4. Support Services: Government Agencies often provide support services such as helplines counselling , legal aid and safe accommodation for victims of #GBV in the workplace.

2. NGO’s

2.1. Advocacy and Awareness: NGO’s actively advocate for the rights of victims and survivors of GBV in the workplace. They raise awareness, challenge societal norms and advocate for policy reforms to prevent GBV and support affected individuals.

2.2. Support Services: NGO’s offer a range of support services tailored to the needs of GBV survivors. These may include counselling, medical assistance, legal aid and access to shelters and temporary housing.

2.3. Training and Capacity Building: NGO’s conduct training programs and capacity building initiatives for employers, employees and other stakeholders.These initiatives aim to enhance understanding, response and prevention of #GBV in the workplace and in society as a whole.

2.4. Research and Data Collection: NGO’s often conduct research to understand the prevalence and impact of #GBV in the workplace. They collect data that informs policy-making, program development and resource allocation decision makers.

3. Community Organisations

3.1. Local Support Networks: Community Organisations , such as women’s groups, community centres and local associations , provide crucial support to #GBV survivors in the workplace. They offer counselling, referral services and create safe spaces for sharing experiences and seeking assistance.

3.2. Grassroots Advocacy: Community Organisations plays a significant role in raising awareness and advocating for change within their local communities.They challenge social norms , promote gender equality and work towards preventing #GBV in workplaces.

3.3. Community Engagement: These organisations engage with community members , employers and employees to foster dialogue, promote understanding and encourage collective action against GBV in the workplace.They may organise workshops, campaigns and events to involve the community in prevention efforts.

Final Thoughts on Collaboration and Partnerships

Collaboration between employers, employees, unions and relevant stakeholders is vital to combat GBV in the workplace. It enables a comprehensive approach, shared responsibility, diverse expertise, comprehensive policies, robust support systems, awareness and education as well as advocacy and policy change.

Government Agencies , NGO’s and Community Organisations often collaborate and form partnerships to address GBV in the society and also in the places of work more effectively. They share resources, expertise and networks, working together to provide comprehensive support, promote policy reforms and raise awareness.

Together these entities contribute to creating a supportive ecosystem that offers resources , services and advocacy for those impacted by GBV in the workplace.

By combining efforts , they strive to prevent GBV , support survivors and create safer and more #inclusive #work environments for all.

Monica Brown, Changemaker, Activist And Social Entrepreneur, CRW NEWS Freelance Columnist

Article Reproduced with Permission from Monica Brown

To view the original article by Monica Brown on LinkedIn visit here

We hope you enjoyed the article, there will be more regular weekly articles from Monica Brown coming soon.