Yumna Zubi is a Clinical Psychologist and CEO of The Couch, a leading multidisciplinary practice in Johannesburg, South Africa. She specializes in advancing mental health care through innovative leadership and collaborative evidence-based treatments.
Imagine a workplace where fear silences voices, dignity is undermined, and talent is stifled – this is the reality for countless individuals facing Gender-Based Violence (GBV). Sexual harassment, verbal abuse, and coercive power dynamics are just some examples of how GBV infiltrates professional environments, perpetuating gender inequality and creating toxic work cultures that threaten safety and well-being. While women have historically been the primary focus of GBV prevention efforts, a more inclusive approach is needed to address the unique challenges faced by men and LGBTQ+ individuals. Expanding our focus to include all genders is not just a moral imperative but a necessary step towards creating truly inclusive and safe work environments.
The hidden epidemic in the workplace
Recent research suggests that the prevalence of sexual and gender-based violence (SGBV) against men, boys, and LGBTQ+ individuals in various settings has been severely underestimated. While GBV is often framed as an issue primarily affecting women, it's crucial to recognize that men and LGBTQ+ individuals are also victims. The lack of reporting and awareness around GBV against men is partly due to societal constructs of masculinity, which discourage vulnerability and perpetuate the stigma associated with being a male victim.
Similarly, LGBTQ+ individuals face heightened risks due to societal discrimination and violence against those who defy heteronormative gender identities and roles. A truly inclusive workplace must address the needs of all victims of GBV, regardless of gender.
The consequences of workplace GBV are far-reaching, impacting victims physically, psychologically, and economically. For LGBTQ+ employees, these effects are often compounded by existing workplace challenges:
Underrepresentation in leadership positions: LGBTQ+ women are significantly underrepresented in leadership roles.
Feelings of isolation and "onlyness": LGBTQ+ women are twice as likely as straight women to report being the "only" one of their kind in meetings or events.
Increased experiences of microaggressions: LGBTQ+ individuals, especially women, experience higher rates of demeaning remarks and sexual harassment.
Pressure to conceal their identities at work: Many LGBTQ+ employees feel they cannot talk about their life outside of work, which can negatively affect their career advancement and overall well-being.
Spotlight on women: Global perspectives and statistics
While GBV affects all genders, women globally face specific challenges:
Worldwide prevalence: According to the World Health Organization (WHO), approximately one in three women worldwide has experienced physical and/or sexual intimate partner violence or non-partner sexual violence in their lifetime.
Economic impact: The World Bank estimates that violence against women costs countries up to 3.7% of their GDP due to lost productivity, healthcare costs, and legal expenses.
Workplace harassment: A study by the International Labour Organization (ILO) found that nearly 235 million women worldwide have experienced sexual harassment at work.
These alarming statistics highlight the urgent need for workplace policies and support systems that address the realities of GBV and protect all employees from harm.
Regional insights from around the world indicate that the prevalence and forms of Gender-Based Violence (GBV) vary widely:
Africa: In Sub-Saharan Africa, intimate partner violence (IPV) affects 36% of the population, surpassing the global rate of 30%. In eastern Africa, 38% of women aged 15 to 49 who have been married or in a relationship have reported physical or sexual abuse by their partners.
Asia: In South Asia, women face significant barriers to reporting GBV due to social stigma and lack of support services.
Latin America: Latin America has seen a rise in femicide rates, with countries like Mexico and Brazil reporting alarmingly high numbers. Additionally, between 30% and 50% of women in Latin America have experienced sexual harassment in the workplace, according to a report by the Inter-American Development Bank.
Europe: While Europe has some of the strongest legal frameworks against GBV, the prevalence remains high. The European Union Agency for Fundamental Rights found that one in three women in the EU has experienced physical and/or sexual violence since the age of 15.
Middle East: A study conducted by the United Nations Economic and Social Commission for Western Asia (ESCWA) highlights that cultural beliefs and societal norms significantly contribute to the perpetuation of GBV in the region. The report indicates that many women are reluctant to report incidents of violence due to fear of social stigma, victim-blaming, and lack of support from their communities.
Addressing the issue
To effectively address GBV, a multi-pronged approach is necessary:
Legal reforms: Strengthen legal frameworks to criminalize all forms of GBV and ensure that perpetrators are held accountable.
Support services: Establish and expand support services for survivors, including trauma-informed counseling, legal aid, and safe housing.
Education and awareness: Implement comprehensive education and awareness programs to challenge cultural norms that perpetuate GBV and promote gender equality.
Economic empowerment: Provide individuals with economic opportunities and financial independence, which can help reduce their vulnerability to GBV.
Data collection: Improve data collection and research to better understand the scope and nature of GBV, inform policy decisions, and track progress.
Breaking the silence
Barriers to reporting GBV, such as a lack of trust in the justice system and fear of secondary trauma, are significant issues both in broader society and within the workplace. Many victims of workplace harassment or violence choose to remain silent due to fears of retaliation, stigma, or disbelief. To effectively combat GBV in the workplace, organizations must foster environments where all employees feel safe reporting incidents and seeking support without fear of retribution. This requires a multifaceted approach:
Inclusive policies: Develop and enforce comprehensive anti-harassment policies that explicitly protect all gender identities and sexual orientations. Ensure that all employees are aware of these policies and understand the reporting procedures.
Training and education: Implement regular, mandatory training on GBV prevention, bystander intervention, and unconscious bias. Ensure these programs address the unique experiences of men and LGBTQ+ individuals.
Support services: Establish confidential reporting mechanisms and provide access to trauma-informed counseling and support services for all employees.
Cultural transformation: Actively work to create a culture of respect, inclusion, and psychological safety where diverse identities are celebrated. Leadership should set the tone for a zero-tolerance policy towards GBV and discrimination.
Leadership commitment: Ensure visible, consistent support from top leadership in addressing GBV and promoting inclusivity. Leaders should publicly commit to creating a safe and respectful workplace and ensure that resources and support are readily available.
Empowering all voices
Leaders play a crucial role in setting the tone for workplace culture. By actively championing diversity and inclusion initiatives, executives can create ripple effects throughout their organizations. Some actionable steps include:
Publicly committing to zero tolerance for GBV and discrimination: Leaders should communicate their commitment to creating a safe and respectful workplace and ensure that this commitment is reflected in company policies and practices.
Sponsoring employee resource groups for underrepresented communities: Provide dedicated resources for LGBTQ+ employees, particularly LGBTQ+ women and trans employees who are at times overlooked in LGBTQ+ employee-resource groups.
Implementing mentorship programs to support career progression for LGBTQ+ employees: Ensure that LGBTQ+ employees have access to mentors and sponsors who can support their career advancement and provide broader support systems or resource groups.
Regularly assessing and addressing pay equity across all demographics: Conduct regular audits to ensure that pay is equitable across all gender identities and sexual orientations.
Action plan for leaders
To demonstrate commitment to addressing GBV, leaders should take the following steps:
Assess current policies: Review existing policies to ensure they explicitly address GBV and provide clear guidelines for reporting and support.
Conduct a climate survey: Gather anonymous feedback from employees about their experiences with GBV and their perception of the company's response.
Establish a dedicated task force: Form a task force comprising diverse representatives from across the organization to develop and implement strategies for addressing GBV.
Provide regular training: Offer ongoing training for all employees on GBV prevention, bystander intervention, and unconscious bias.
Create a safe reporting channel: Implement confidential reporting mechanisms and ensure that employees are aware of these channels.
Support survivors: Provide access to trauma-informed counseling, legal aid, and other support services for employees who have experienced GBV.
Promote awareness: Highlight the issue of GBV in company communications, events, and campaigns to raise awareness and encourage dialogue.
Monitor and evaluate progress: Regularly review and update strategies based on feedback and data to ensure continuous improvement.
The business case for inclusion
Beyond the moral imperative, addressing GBV and fostering inclusive workplaces makes good business sense. Research shows that diverse and inclusive organizations are more innovative, have higher employee engagement, and perform better financially. By creating environments where all employees feel safe, valued, and empowered to bring their full selves to work, companies can unlock the full potential of their workforce and drive sustainable success.
A shared responsibility
Combating gender-based violence in the workplace is not solely the responsibility of HR departments or company leadership. Every employee has a role to play in creating a culture of respect and safety. This includes:
Speaking up when witnessing inappropriate behavior: Employees should feel empowered to intervene or report incidents of GBV, knowing that their actions will be supported by the organization.
Supporting colleagues who may be experiencing GBV: Provide a supportive network for colleagues who may be dealing with GBV, ensuring they know they are not alone and that help is available.
Challenging personal biases and assumptions about gender and sexuality: Engage in ongoing self-reflection and education to challenge and overcome personal biases and assumptions.
Actively participating in diversity and inclusion initiatives: Take an active role in participating in and promoting diversity and inclusion initiatives within the organization.
As our understanding of gender-based violence evolves, so too must our approaches to prevention and support. Addressing GBV in the workplace requires a comprehensive approach that considers the complexities of gender, power, and societal norms. Leaders must take responsibility for driving this change, ensuring that their workplaces are not just compliant but truly inclusive and supportive for all. By recognizing the diverse experiences of men, women, and LGBTQ+ individuals, organizations can create truly inclusive workplaces where all employees can thrive. The journey towards eradicating GBV is ongoing, but with committed leadership and collaborative action, we can build safer, more equitable work environments for generations to come.
Read more from Yumna Zubi
Yumna Zubi, Clinical Psychologist and CEO of The Couch
Yumna Zubi is a Clinical Psychologist and CEO of The Couch, a leading multidisciplinary practice in Johannesburg, South Africa. With over a decade of experience in private practice, she has established a reputation of ethical integrity, collaborative efforts, innovation and advocacy across academic, clinical and business spaces. Her commitment to transforming challenges into opportunities drives her work in business, leadership and mental health care, ensuring lasting healing, learning and growth.
