Violence and harassment at work: Key considerations

Among people who had experienced violence and harassment at work, about one-third (31.8 per cent) said they had experienced more than one form, with 6.3 per cent having faced all three forms in their working life, a recent survey revealed.

Key survey findings

In particular, the ILO-Lloyd’s Register Foundation-Gallup survey published in 2022, revealed the following:

• Nearly one in ten (8.5 per cent or 277 million) persons in employment has experienced physical violence and harassment at work in their working life.
• Psychological violence and harassment was the most common form of violence and harassment reported by both men and women, with nearly one in five (17.9 per cent or 583 million) people in employment experiencing it in their working life.
• One in fifteen (6.3 per cent or 205 million) people in employment has experienced sexual violence and harassment at work in their working life.
• Women were particularly exposed to sexual violence and harassment at work

Worrying trends

Among survey respondents, “waste of time” and “fear for their reputation” were the most common barriers discouraging people from talking about their own experiences of violence and harassment at work. Overall, the key findings indicated the following worrying trends:

1. Violence and harassment at work is a recurrent and persistent phenomenon.
2. The risk of experiencing violence and harassment at work is particularly pronounced across certain demographic groups.
3. Persons who have experienced discrimination at some point in their life on the basis of gender, disability status, nationality/ethnicity, skin colour and/or religion were more likely to have experienced violence and harassment at work than those who did not face such discrimination.
4. Talking about personal experiences of violence and harassment is still challenging.
5. Multiple factors and barriers may prevent people from disclosing incidents of violence and harassment at work.

Where we stand

In February 2024, the International Chamber of Shipping (ICS) launched a set of industry principles for establishing effective measures to combat and eliminate harassment and bullying in the maritime sector. Additionally, the American Club continues to raise awareness on the topic with updated instalments in its SASH Awareness project, for which it has received the 2024 SAFETY4SEA Sustainability Award. It is also worth mentioning that ISWAN launched the ‘Allyship’ project, which suggests best practices for addressing inappropriate behavior and building strong support networks.

Furthermore, during the IMO MSC 108, amendments to the STCW Code were adopted, which aim to prevent and respond to violence and harassment in the maritime sector, including sexual harassment, bullying and sexual assault.

The ILO Violence and Harassment Convention (No. 190) and Recommendation (No. 206), 2019, are also instrumental towards building a world of work based on dignity and respect for all. By recognizing the right of everyone to a world of work free from violence and harassment, these instruments call for the adoption of an inclusive, integrated and gender-responsive approach with measures including prevention and protection, enforcement and remedies, and training and awareness-raising – with social partners playing an essential role in the process.

Moving forward

To effectively address violence and harassment in the workplace, the regular collection of robust data at national, regional, and global levels is essential. Quality statistics, guided by sound conceptual and methodological frameworks, are vital for shaping prevention and remediation laws, mechanisms, and policies.

Additionally, prevention mechanisms, including occupational safety and health (OSH) management systems and national tripartite mechanisms, should be extended and adapted to address all forms of violence and harassment. These mechanisms must be inclusive, addressing the diverse needs of women and men to foster safer and more equitable workplaces worldwide.