Recently, Nigerian Lawyer Moe Odele called out the founder of the Code Hub Africa, Chizom for harassing a young woman who applied for the coding scholarship sponsored by Don Jazzy. After the call out, several women also came forward with their ordeals and experiences. While a lot of people were against Chizom's behavior, so many did not see the wrong in it.
Sexual harassment can be verbal as well as physical. It is a type of harassment involving the use of explicit or implicit sexual undertones, including the unwelcome and inappropriate promise of rewards in exchange for sexual favors. It is harassment when submission to or rejection of it affects one's employment, interferes with work performance, creates a hostile work environment, or in the young lady's case, a refusal of her scholarship application.
Few days after the incident, we shared the story on our Instagram page and a lady also shared a similar experience. Sadly, hers was physical. The perpetrator grabbed her butts and held her tight against his chest.
This got us wondering about what steps to when such incidents arise. So, we interviewed some HRs on what steps to take. We also added some additional resources to help you make sense of your options and take care of yourself in the process.
Disclaimer: Please consider this a general resource to help you get started and, if you need it, seek personalized advice specific to your situation from an actual lawyer!
Simisola Olu from eRecruiter Africa
She should identify the go-to person in her organization who will listen and take employee issues seriously. Someone who is not biased and very discrete.
Ideally, this person will be the HR manager or a member of the HR team. In some cases, this person exists in another department but occupies a decision-making position. The aim is to get a decision-maker who has built credibility and rapport with employees and is known to be trustworthy.
Emem Mbre
Well, the lady should first speak to the offender and explain in clear terms to detest such behaviors.
In situations where this does not prove effective, report to the HR and state the issue while being assertive and explaining that several warnings have been made. If possible, tender evidence or witnesses that can attest.
The HR should take up the issue from there, however, the lady should continue to follow up to ensure the case does not die down.
Ibukun Owolabi
The first step is for her to read through the employee handbook for the policy and procedures on sexual harassment. Usually, she discusses with the HR/Line manager. Should the line manager be the culprit, she reports to HR. If nothing is being done, she sends an email and waits for a response. It's the HR's duty to handle the situation.
If HR does nothing, she should make plans to resign just to protect herself and her mental health. Get a lawyer, social media is also a great place to discuss the matter. Sexual harassment is a very sensitive issue and nothing will happen unless the victim reports it.
Additional Resources:
List of ten different African organizations working to end violence.