Menace of Workplace Harassment

The recent viral video featuring a female soldier, who allegedly accused her superiors of various forms of maltreatment, sheds light on the pervasive issue of workplace harassment against women, Vanessa Obioha reports   

Workplace harassment is not uncommon in this part of the world. It remains prevalent; an enduring challenge that refuses to go away, largely due to not only the snail pace of the justice system in holding perpetrators accountable but the lack of severe consequences for the culprits or suspects.

This recently played out in the Nigerian Army, following the viral video of a female soldier, accusing her superiors of sexually harassing her and threatening her life. The soldier, identified as Ruth Ogunleye, uploaded a video on Tiktok dated January 10, 2024, where she accused three senior officers in the army,  Col. IB Abdulkareem, Col. GS Ogor, and Brig. Gen. IB Solebo of maltreating and harassing her. These include defaming and humiliating her by spreading falsehoods that she was mentally challenged, unlawfully administering injections to her against her will, hindering her career advancement, ejecting her from her apartment as well as withholding her salary among others.

Ogunleye disclosed that her ordeal began upon her assignment to the Cantonment Medical Centre in Ojo, Lagos, where she encountered the colonel.

The Nigerian Army in its response to the soldier’s allegations promised to look into the matter but claimed that she did not seek redress, according to the laid-down procedure.

Ogunleye’s case mirrors the gender-based violence meted out to women even within the work environment. According to an article by UN Women, more than one in five people have experienced violence in the form of physical, psychological, or sexual harassment at work. It further reported that women are disproportionately affected by workplace sexual violence and harassment, with more than eight per cent experiencing some form of harassment or violence compared to five per cent of men.

According to a 2023 report from Lloyd’s Register Foundation’s World Risk Poll, conducted in collaboration with Gallup, 29.5 per cent of Nigerians have faced workplace violence and harassment during their professional tenure. This statistic surpasses the global average of 20.9 per cent. Notably, the report also highlights that a significant 69.1 per cent of Nigerians experiencing workplace violence and harassment report it occurring on three or more occasions.

Workplace harassment is commonly characterised by belittling or threatening behaviour directed at an individual worker or a group, often stemming from factors such as age, sex, colour, race, religion, or disability. This form of behaviour is universally recognized as unwelcome within an organisation, constituting a discriminatory practice.

“Harassment is an unwanted or unsolicited action or word done to anyone in a way that upsets or threatens their well-being or existence,” explained Dupe Akinsiun, a global HR Leader and Executive Coach, highlighting the prevalence of workplace harassment in the country.

“As long as we continually see people who have an exaggerated opinion of themselves with access to power and have not been trained or disciplined to manage their emotions, we will see abuse or harassment.”

These harassments can come in different forms as explained by Zuriel Olowe, an  Emotional Healing Educator. “The most common form is words being said to women by their male counterparts in the office. Sometimes it’s the boss that is saying this to them, or their colleagues.”

These words can be sexually explicit, she added.

“One of the things I have heard the women say about what their male counterparts tell them is ‘Your breasts look fuller today, are you on your period?’ ‘Oh, your lips look very sexy today,’ or your bum is really getting bigger, what are you doing to it?’”

Workplace harassment can also come in the form of inappropriate touch. Olowe said that most times these actions are often termed accidental to mask the real intent of the perpetrator. “Sometimes, they tend to act as if it was a mistake but it is not, or how do you explain when a man stylishly brushes your backside and rather than saying sorry, he turns back and winks at you.”

Akinsiun emphasised that inappropriate requests or gestures can indeed qualify as harassment, noting that the repercussions for rejecting such unsolicited requests from harassers can be severe.

“Women have been denied jobs or promotions or pay raises for not giving in to these unsolicited and upsetting behaviours in the workplace,” she said. “You see, getting ahead at work takes more work from a woman than a man. Women are underrepresented in the layers of leadership across major organisations in Nigeria and despite all the good work they put in, they still have to deal with harassment to get what is due them. This is unacceptable. Some have had to give in to these incessant requests from leaders who wield their positional power negatively.”

Individuals who have experienced sexual harassment in the workplace frequently grapple with heightened levels of anxiety, succumb to panic attacks, and harbour a persistent fear of potential job loss, as highlighted by Olowe. The emotional toll endured by victims, she said, extends beyond the immediate incident, impacting their overall well-being and professional stability.

Since the #MeToo campaign gained momentum in the United States in 2017, exposing powerful sexual predators, there has been a resonating call for a similar reckoning in Nigeria. However, the outcomes have been slow to materialise, resembling a mere drop in an ocean. Akinsiun asserted that Nigeria is long overdue for a #MeToo moment. “#MeToo is long overdue but until we have a justice system that will fight for the rights of people, I will say we tread with caution. The goal is not to do #MeToo because we want to do #MeToo. The question is, will justice be served? In other climes, people are named, shamed, and nailed for harassment. In this part of the world, I am not too sure we can get the full reward of a #MeToo moment.”

Due to the prevalent disregard for women in Nigerian society, Olowe pointed out that victims often choose silence over speaking out, primarily driven by the pervasive stigma and shame associated with such incidents.

She also noted that men can be victims of sexual harassment, especially by women in prominent positions within the workplace. However, Olowe acknowledged that social media has offered an avenue for some victims to share their experiences. Despite this, she advised caution.

“Social media has helped people to get the right help from channels they never knew existed,” she said. “Some organisations who work with victims have also taken up cases online. However, there is also this aspect of social media where the individual suffers damage, particularly when the victim is not emotionally strong enough. You have people who will criticise you, people who will not believe you, and people who will accuse you of tempting or initiating the action. So you are asking yourself how this will enhance your mental state, help your emotional wellbeing and how it would help your healing.”

She advised that the individual opting to pursue this avenue should possess the emotional strength to withstand potential criticisms or take their case to law enforcement agencies or NGOs.

In Ogunleye’s case,  the Minister of Women Affairs, Uju Kennedy-Ohanenye is advocating that the Nigerian Army investigate the allegations while noting that she is working to eliminate gender disparity and all forms of violence against women. “The contents of the video are so disturbing and should not be allowed to be swept under the carpet as women remain weaker vessels and should not be subjected to any form of maltreatment, dehumanisation or harassment, especially in an egalitarian society where gender balance and fairness should be upheld by all and sundry,” she said.

“I need to reiterate my ministry’s displeasure over situations where Nigerian women hold the short end of the stick even as the present administration is working assiduously to stamp out all forms of gender inequality and harmful treatments against the female gender.”

She recently paid a visit to the Chief of Army Staff, Taoreed Lagbaja, who updated her on the efforts of the army towards resolving the matter. The army also verified that Ogunleye’s salary was not withheld as she claimed; that she was paid up to December 2023. Kennedy-Ohanenye also stated that the COAS detailed some senior officers to accompany her to visit Ogunleye.

Her visit came on the heels of the viral reports indicating Ogunleye’s arrest and transfer to Abuja. In her audacious video, the female soldier acknowledged potential consequences, including dismissal or further harassment, for sharing her ordeal on social media. However, she said she could not bear the maltreatment any longer.

To effectively avoid workplace harassment, Akinsiun offered practical strategies for women to safeguard themselves. These measures encompass firmly declining and resisting advances, meticulous documentation of incidents, steering clear of enclosed spaces that may pose risks, being accountable to a trusted person for support, gathering evidence, and formally reporting the harassment to Human Resources. In extreme cases, she suggested considering an exit from the company if the workplace becomes untenable and unsafe.

Both Akinsiun and Olowe believe that organisations should have zero tolerance for sexual harassment.

“First thing is to report and it should be escalated,” emphasised Olowe. “Build the right culture and a psychologically safe place,” said Akinsiun. “Hire leaders, set expectations, and hold them accountable Have an independent system that is a check and balance. There are reliable organisations that can help provide whistleblowing services and engage them. Have, implement, and enforce policies that address harassment.When a situation is reported, handle it promptly and with care. Protect the vulnerable, protect your women.”

“If the female victim decides to further prosecute the offender, the company should provide support,” added Olowe.

The society too, Akinsiun said, can help in economically empowering women to start businesses if they need to walk away from a toxic environment. “A lot of women have had to endure abuse because they were at the mercy of their abusers. Let us make walking away from toxic workplaces easier by having funds or schemes that support female-owned businesses. Help women have the right mindset about themselves –  no one is doing you a favour by hiring you or promoting you.

“We need to help women build confidence: do not take the blame for an abuser. Women should stop justifying or making excuses for abuse. Women need to learn how to have difficult conversations because we tend to be sentimental.”