By Chukwuma Umeorah
Journalists have been urged to break the culture of silence that surrounds the reporting of sexual harassment in Nigerian workplaces, especially within newsrooms where editorial bias often stifles such stories.
This call was made by veteran labour journalist and gender rights advocate, Funmi Komolafe, at a workshop organised by the Labour Writers Association of Nigeria (LAWAN), in collaboration with Friedrich-Ebert-Stiftung and the International Labour Organization (ILO), held in Lagos on Friday.
Komolafe lamented that newsroom gatekeeping, especially by male editors, continues to hinder the publication of important stories on workplace harassment. “What do I mean? The editor of the newspaper, who is likely to be a man, may not be interested in the story. He might be doing so not because the ownership does not want such a story reported or it would not interest readers but for reasons of male gender solidarity,” she said.
She advised journalists to explore alternative platforms, if necessary. “The reporter may present the same story to another medium for publication or in these days of social media educate the victim to place it on social media. No organization wants to be known for such a scandal. So the issue would be attended to.”
Komolafe also highlighted the importance of factual reporting in such sensitive stories. “A good story on sexual harassment should not be based on rumours or unfounded statements or sentiments,” she cautioned. “If a manager keeps sending text messages to a lady to meet her in the hotel, then there is a story. However, the text and the reply of the complainant are necessary for the reporter to have an acceptable copy.”
Beyond the newsroom, she also called out trade unions for their lack of preparedness in handling harassment complaints. “To the best of my knowledge today, not a single trade union in Nigeria has mandated its women’s branches to handle such issues. This is understandable because men dominate the trade union leadership,” she said.
She added that sexual harassment was not limited to women, although “on a scale of 1-10, women sexually harassed at work may be up to eight, if not more.”
She urged unions to empower gender desks, establish internal committees comprising men and women of integrity, and insist on enforceable workplace policies with clear sanctions for sexual harassment.
In her remarks, director-general of the Lagos Chamber of Commerce and Industry, (LCCI) Dr. Chinyere Almona, highlighted systemic failures in the fight against gender-based violence and harassment (GBVH), despite Nigeria’s ratification of ILO Convention No. 190 in 2022.
“Despite the strong legal foundation of Convention No. 190, several barriers persist in translating it into practice in Nigeria. Cultural norms rooted in patriarchy continue to normalize or trivialize GBVH, often silencing victims and discouraging them from seeking justice,” she said.
She cited data from the Nigeria Police Force showing that in 2024 alone, 17,415 cases of gender and domestic-based violence were recorded, with 15,692 brought to court. She also pointed out the vulnerability of women in healthcare and education to verbal abuse and harassment.
Almona stressed that workplace harassment is not just a rights issue but also an economic one. “According to the World Bank, eliminating discriminatory practices and enabling women’s full participation in the workforce could increase global GDP by over 20 per cent,” she noted.
She advocated strengthened legislative reform, nationwide awareness campaigns, proper training for law enforcement and judicial officers, and scaling up of support services such as hotlines, shelters, and legal aid.
“Only through coordinated efforts across sectors can the structures that sustain gender-based violence be dismantled, and an equitable world of work be realised,” Almona noted.