The Lagos State Domestic and Sexual Violence Agency has disclosed that the state recorded 158 cases of workplace harassment in the past year, with women accounting for more than 90 per cent of the reported victims.
The agency's Executive Secretary, Titilola Vivour-Adeniyi, revealed that 144 of the cases involved female victims, while 14 involved male victims. She called for stronger workplace policies, improved reporting systems and greater awareness to encourage victims to speak out.
Vivour-Adeniyi urged employers to implement clear anti-harassment policies, establish confidential reporting channels and ensure prompt responses to complaints, stressing that harassment should never be tolerated in any workplace.
She reaffirmed the agency's commitment to working with employers and other stakeholders to create safer work environments across Lagos State.
Also speaking, Executive Secretary of the Employers Association for Private Employment Agencies of Nigeria, Jide Afolabi, described workplace harassment as a widespread labour issue that cuts across sectors and is not limited to workers recruited through private employment agencies.
According to him, harassment is often driven by weak organisational policies, poor workplace culture and inadequate reporting mechanisms rather than recruitment methods.
He said member agencies of the association operate under national labour laws, international labour standards and a code of conduct that promotes decent work and respect for workers.
Afolabi identified sexual harassment, verbal abuse, bullying, intimidation, discrimination, psychological harassment, victimisation after complaints and cyberbullying as common forms of workplace harassment.
He advised recruitment agencies to thoroughly assess employers, educate workers about their rights, maintain regular communication with employees placed in organisations and respond swiftly to complaints.
He also urged agencies to avoid working with employers known for abusive labour practices and to collaborate with relevant authorities in addressing serious violations.
For affected workers, Afolabi recommended reporting incidents through internal workplace grievance channels, informing the recruitment agency involved in their placement, preserving relevant evidence and escalating unresolved cases to the Federal Ministry of Labour and Employment or law enforcement agencies where necessary.
He added that the association operates confidential complaint channels for workers and warned that agencies found to have ignored or concealed harassment complaints could face sanctions, including formal warnings, suspension of membership privileges and referral to regulatory authorities.
He reiterated the association's commitment to promoting safe workplaces, fair recruitment practices and collaboration with government, employers and workers' organisations to eliminate workplace harassment.
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