Culture is everything. Culture trumps policy - culture is what actually happens and what is actually accepted behaviour. And culture is set by leadership.
I will like to reinforce that in the case of global supply chains the idea is that brands work together with suppliers, rather than to cut business relationships when cases of GBVH are identified within the factory floor or workplace. The Dindigul Agreement to End Gender-Based Violence and Harassment and the Lesotho Anti-GBVH Program are good examples of a collaborative and constructive approach toward the elimination of all forms of violence and harassment including GBVH.
At RISE we have accompanied more than 50 suppliers in workplace interventions in 4 countries (India, Bangladesh, Ethiopia, and Kenya) through participatory training for workers and managers, to develop participants’ understanding of gender and power and how it interplays in relationships, and to build skills to prevent and address GBVH, with a mental health component in some of the locations. The program also includes joint sessions between workers and managers to provide a space for dialogue, develop a shared language about GBVH, and mutually agreed strategies for prevention and remediation. In-depth support on how to strengthen policies and mechanisms to prevent and remediate GBVH; and awareness campaigns to inform workers of grievance and support mechanisms within the factory and community. Soon we will be expanding this work to Cambodia, Viet Nam, and Guatemala.
and I’d add middle management here, too! They are sometimes ignored but it’s these manager who “set the culture” for their teams.
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Hi, everyone, its Karen from the Centre for the Study of Violence and Reconciliation. We found that using Gender transformative approached in addressing GBV at the workplace provides a comprehensive framework for employers and employees in a safe environment. Conducting a gender audit also goes a long way to ensuring that your intervention is evidence-led, and it targets the needs within the organization.
Great point. The only impact data i have is old - we should definitely follow up and find out!
see here: A snapshot of the impact in Phnom Penh
between 2017-18 showed that over 2000
women beer promoters had been trained on
sexual harassment prevention, 100 received
advance level training including on gender,
law and life skills - 20 of these were selected
to become peer leaders to train other female
workers, and 500 customers and workers
took part in activities to mark 16 Days of
Activism Against GBV (again from this report https://files.ontraport.com/media/phpB73eTn?Expires=1726414732&Signature=aNeYjjs2s2U5W0GUICzeaBbB~42A8Suq4XlkMmqGIxBoPxeUzzzP-IhFOfTmZC2cXQZZ3O2yXSZaoCrtkotZoA2ygxY-gHlromGCp9vuK8KJdSGTO9L5Um-RSC7tdpIv6BuAF2hI3qUnBqN6aBM-zUwDCMulSRxAoYVG-b5SAfxEd-ArDEorruxBBAQMQosaTLxJNb5Q2SgUQcqNZAgIVkCRsJdkLWYyMs4OZllGtYNGT5IlGRlTGC30wRWHIQJQNRkcBUq6ZfGdPE2YL7TBrSR~P-4PSPN0ZjV4gVzBHS~KEBoN5pdBT552fUMqgmjU2HulXaOWLS9Fq9QdexIOGA__&Key-Pair-Id=APKAJVAAMVW6XQYWSTNA
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Q 2 response from FROM Melissa Morbeck, Director at NOMORE
There are so many wonderful organisations and businesses taking action – in the UK companies such as EY, the MoD, HSBC, Gowling, BP, and BT are doing great work. Globally – we work with MATCH, Uber, Prudential, StateFarm, AVON, The Commonwealth of Nations the World Bank Group who have outstanding protocols and support for not only people who experience abuse but also those who use abuse as a tool against people.
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I wanted to share with you a quote from one of the managers who participated in the program in India:
"The relationship between workers and management is now quite peaceful and women workers are now feeling more protected. The presence of the Changemakers group in the tea estate also sends a strong message to the perpetrators. Trainers have done a splendid job and I do think the training will also help the management team learn about gender issues and the PoSH Act and its compliance.”
That’s 100% correct.
Melissa has also shared some more information on the NOMORE Directory - do look at it and add your organisation…
The NO MORE Global Directory is a first-of-its-kind, comprehensive international directory of domestic and sexual violence helplines, specialist support services, and resources for men, women, and those who identify as non-binary in almost every UN-recognized country and territory in the world.
The NO MORE Foundation created the site in partnership with the United Nations and the World Bank, and it serves as a global hub of information and resources for victims and their loved ones. This directory is the latest step in our efforts to create a world with NO MORE domestic and sexual violence.
Add your organization
Help build the Global Directory by adding your helpline or organization.
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OK time for our final question: 3.How can we better work together to make more of a positive impact on gender-based violence?
I’ve come across BHP Billiton who defines sexual harassment as health and safety risk which I thought it’s a really interesting approach to mainstream GBV. Would be interesting to see how this works in practice…
Start affirming and calling out the good in people and the bad will fall away.
Stop cancelling and virtue signalling and start spreading “pro human” and “human first” messaging
Looking in the mirror and judging ourselves first before judging others.
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Here are some suggestions:
Creating space for open, honest dialogue without ideological agendas and dogma
Dealing with the underlying issues and not just the symptoms – fatherlessness being one of the major ones.
Focussing more on restorative justice.
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Thanks for this example Laura. Can I ask who pays for the interventions and how the impact is sustained? I fear that sometimes these interventions tend be one-off and given the high attrition rates of workers and managers, you risk losing the knowledge. So unless these initiatives become fully embedded in factory management systems and factory owners are committed and see the benefits for themselves, the gains will not be sustained over time.
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One thing I want to put out there is the challenge and opportunity to reach SMEs with this work, for example in agriculture, which provides employment for a lot of people.
I know USAID/ Feed the Future has provided some guidance:
Toolkit to Address Gender-Based Violence in Agriculture and Market Systems Development (agrilinks.org)
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I agree - its not just HQ where GBV can be considered - these issues are so prevalent in supply chains where women work - (low pay, exploitive and insecure roles) - think tea, horticulture etc. This resource sets out how to think about GBV in these contexts. https://www.unwomen.org/en/digital-library/publications/2018/12/global-womens-safety-framework-in-rural-spaces-informed-by-experience-in-the-tea-sector
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Yes i think the Health and Safety focus is a welcome additional angle. (we need lots of angles!!)
I am Eileen Nchanji, Gender and Social Inclusion Expert at the Alliance of Bioversity International and CIAT and PABRA based in Nairobi, Kenya. Looking forward to the written discussions
Welcome Eileen please do share your thoughts with us