The global campaign, 16 Days of Activism Against Gender-based Violence (GBV), is a call to action for individuals, communities, and institutions to end violence against women and marginalised groups. Gender-based violence transcends personal spaces and seeps into professional environments, with profound implications for employee safety, workplace productivity, and organisational culture. Employers must recognise their legal and moral responsibility to address GBV, creating environments that are not just free from physical harm but also psychological distress and harassment.
Globally, one in three women experiences physical or sexual violence during their lifetime. Gender-based violence includes domestic abuse, sexual harassment, and other forms of violence that proportionately affect women and underserved populations. In the Caribbean, data reveals that nearly 30 per cent of women have reported experiencing intimate partner violence at some point in their lives and often these crimes go unreported. GBV continues to be a pervasive issue in the region, but this violence is not confined to homes.
A study by the International Labour Organization (ILO) found that one in five employees globally has faced violence or harassment at work. The intersections of gender, power, and societal norms often leave women vulnerable to exploitation, harassment, and victimisation, even in professional environments meant to uphold equality and safety.
Gender-based violence disrupts workplace productivity and morale. Survivors often face absenteeism due to physical injuries or emotional trauma, impacting their economic independence. The ILO estimates that violence and harassment cost the global economy over $8 trillion annually due to lost productivity and increased health expenses. In T&T, this issue takes a pronounced form, where cultural stigmas around domestic violence often result in survivors feeling unsupported in their workplaces. The effects of GBV manifest through decreased potential productivity, increased turnover and legal and reputational risk.
The T&T Constitution guarantees the right to personal safety, providing a foundation for protecting individuals from GBV. The Occupational Safety and Health Act (OSHA) also mandates employers to ensure workplaces are free from hazards, including harassment and violence. This obligation aligns with international frameworks such as the UN Guiding Principles on Business and Human Rights and the ILO Violence and Harassment Convention, 2019 (No. 190), which underscore the role of businesses in protecting the dignity and safety of their workforce.
Employers must create clear anti-harassment and anti-violence regulations that define unacceptable behaviour and consequences, train employees on recognising, preventing and addressing harassment and violence, support supervisors through mechanisms for confidential reporting and offer resources such as counselling, legal assistance, and flexible work arrangements for affected employees and collaborating with stakeholders such as NGOs and government agencies to raise awareness and provide resources for employees experiencing GBV.
Tackling gender-based violence requires more than compliance with laws; it demands a cultural shift within organisations. Employers can use the 16 Days of Activism as an opportunity to reflect on their policies and practices, fostering an inclusive environment that actively resists violence and inequality. Adopting progressive policies to combat workplace harassment, such as incorporating domestic violence leave and resources as part of employee wellness programmes, demonstrates that creating workplaces where safety and dignity is a priority.
Employers hold a unique position of power to address GBV through proactive measures, ensuring that their workplaces remain safe and inclusive. As we observe the 16 Days of Activism Against Gender-based Violence, let us remember that creating safe workplaces is not just a legal obligation but a moral imperative. Through fostering a culture of respect, equity, and support, employers can play a pivotal role in breaking the cycle of violence and empowering survivors to thrive both personally and professionally.
The Human Resource Management Association of T&T (HRMATT) is deeply committed to advocating against gender-based violence and fostering workplaces that prioritise human rights, inclusion, and safety. Through its advocacy initiatives, HRMATT actively supports organisations in developing and implementing comprehensive policies that address harassment, promote equality, and create safe environments for all employees. By championing these efforts, HRMATT continues to empower HR professionals and business leaders to be catalysts for positive change, ensuring that workplaces reflect the values of dignity, respect, and fairness.
