Ensuring safe work and community environments

South Africa suffers from very high rates of violence which sadly permeates every aspect of life, including workplaces and community service settings. Globally, more than one in five people in employment has experienced violence and harassment at work during their working life (ILO, 2022). Commission for Conciliation, Mediation, and Arbitration (CCMA) trends show a significant increase in sexual harassment cases in South Africa in recent years.

In the fight for a fair and just society, we need to do everything we possibly can to make sure that workplaces and community spaces remain free from sexual exploitation, abuse and harassment.

Zero tolerance

NACOSA takes a zero-tolerance approach to sexual exploitation, abuse and harassment, prioritising the dignity and safety of all people within its sphere of influence. NACOSA views sexual exploitation, abuse and harassment as a barrier to equity and equality in the workplace and acknowledges that harassment particularly affects workers in the most vulnerable work situations. This commitment is formalised in our Protection from Sexual Exploitation, Abuse, and Harassment (SEAH) Policy which outlines measures to prevent, address and respond to all abuse and harassment incidents.

In this policy, as in our programmatic work, we employ a survivor-centred, trauma-informed approach.

Sexual exploitation, abuse and harassment are forms of misconduct that can negatively impact on people’s lives. This is an abuse of power that can affect anyone, including children, women, men, LGBTQIA+ individuals and vulnerable people in the workplace and broader community.

Sexual exploitation, abuse and harassment includes:

• Sexual Exploitation: The abuse of a position of power or trust for sexual purposes, including financial or social gain.
• Sexual Abuse: Any actual or threatened sexual act, including coercion or force.
• Sexual Harassment: Any unwelcome sexual conduct that creates an intimidating or hostile work environment.

Impact of SEAH

The impact of sexual exploitation, abuse or harassment on people can be severe, including causing depression, anxiety, feelings of shame, reducing productivity at work and increasing absenteeism. Abuse can cause physical harms including bruising and injury, unwanted pregnancy, and contracting HIV or another sexually transmitted infection. People might leave their jobs to get away from abuse which could also result in economic hardship and social harms. Finally, SEAH can damage the reputation and credibility of organisations and cause donors to withdraw funding or impose penalties. CCMA fines for improperly handled cases of SEAH can place a heavy financial burden on organisations, impacting on their long term sustainability.

Preventing and addressing SEAH

NACOSA’s policy extends beyond our own employees to job seekers, volunteers, trainees, workshop participants, implementing partners, clients, suppliers and all other stakeholders associated with NACOSA and its work. The policy applies in all work-related settings including offices, remote working spaces, work-related events, employer-provided accommodation and in digital communications, such as email and social media.

Key measures to prevent and address SEAH include:

1. Governance and Oversight: NACOSA aligns its SEAH policy with South Africa’s Bill of Rights, emphasising the right to a safe and non-discriminatory workplace. The organisation’s Employment Equity Committee oversees policy implementation and transgressions.
2. Employee Background Checks: All people recruited must undergo rigorous background screenings, including criminal checks, credit checks (for finance-related roles), and sex offender registry checks if they are working directly with children and other vulnerable groups.
3. Comprehensive Training: NACOSA ensures annual training for all employees, focusing on SEAH prevention and survivor-centred approaches. Our implementing partners and staff are also trained in preventing SEAH.
4. Zero-Tolerance Policy: SEAH violations are categorized as serious offenses, and perpetrators face disciplinary action, including potential dismissal. Malicious or false SEAH claims are also subject to disciplinary measures.
5. Safe and Confidential Reporting: Employees and beneficiaries have multiple avenues to report SEAH incidents, including designated contacts within NACOSA and an anonymous whistleblowing function. Complaints are handled with sensitivity, confidentiality and a commitment to supporting survivors.
6. Stakeholder Compliance: All implementing partners must align with the SEAH policy or maintain their own policies that meet or exceed the required standards. Prevention of SEAH compliance is a mandatory condition in all of our grant agreements.

A workplace free from SEAH fosters a culture of trust, respect and inclusion and ultimately improves efficiency and the impact of our work in communities.

Play your part

Organizations and people working in public health and community services play a vital role in preventing SEAH. You can play your part by:

• Educating your teams and beneficiaries about SEAH and their rights.
• Implementing policies and procedures that prevent and respond to sexual exploitation, abuse and harassment.
• Encouraging safe reporting mechanisms and supporting survivors.
• Promoting a culture of mutual respect and accountability.

Together, we can build safer communities and workplaces that put people first.