The 16 Days of Activism for No Violence Against Women and Children runs from 25 November 2024 to 10 December 2024. In creating safer and more dignified workplaces, the Code of Good Practice has established robust guidelines for addressing gender-based violence (GBV) and harassment in professional settings. This framework extends protection beyond traditional office spaces to include virtual workplaces, employer-provided accommodations and events, and even private residences for domestic workers.
At the heart of this Code lies a progressive definition of harassment that encompasses everything from physical threats to cyberbullying, acknowledging the evolving nature of workplace interactions in our digital age. Perhaps most notably, the Code explicitly recognises sexual harassment as unfair discrimination, regardless of gender or sexual orientation, marking a crucial step in workplace equality.
For employers, the Code provides comprehensive obligations that transform how organisations must approach harassment prevention and response. Organisations are now required to develop detailed harassment policies, implement prevention strategies, and maintain robust support mechanisms for affected employees. This includes conducting regular risk assessments and maintaining a zero-tolerance approach to all forms of harassment.
The Code's support provisions are particularly noteworthy, requiring employers to consider extending additional paid sick leave for serious harassment cases and potentially covering costs for medical advice and trauma counseling. This victim-centered approach demonstrates a deep understanding of the lasting impact harassment can have on individuals.
Training and education form another crucial pillar of the new framework. Employers must implement comprehensive awareness programs, ensuring all employees – from new hires to senior management – understand their rights and responsibilities. This educational component is vital for creating lasting cultural change within organisations.
Documentation requirements add another layer of accountability, with employers needing to maintain detailed, confidential records of complaints, investigations, and resolution measures. This systematic approach ensures transparency while protecting privacy and creates a foundation for measuring progress in addressing workplace harassment.
The Code's disciplinary framework emphasises proportionate response while supporting victims' rights to pursue additional legal remedies. This balanced approach ensures fair treatment while acknowledging the severity of harassment violations.
Contact john@globalbusiness.co.za to arrange a Harassment Risk Assessment.
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