Employers who fail to prevent gender-based violence and harassment (GBVH) in the workplace risk reduced productivity, higher staff turnover, increased legal costs and reputational damage, Comrade Medinat Balogun, Assistant Secretary and Gender Officer of the National Union of Textile, Garment and Tailoring Workers of Nigeria (NUTGTWN), has said.
Speaking on the Ask the Expert segment of Trade FM’s Breakfast Business Briefing, Balogun described workplace gender-based violence as more than a social issue, stressing that it is also a business and economic concern that directly affects organisational performance. She noted that every worker has the right to a safe and healthy work environment under the International Labour Organization (ILO) Convention 190, which Nigeria ratified in 2022.
According to her, employees who experience harassment or abuse often suffer from absenteeism, low morale and “presenteeism”—a situation where workers are physically present but mentally distracted. She explained that these factors reduce productivity, increase fatigue and ultimately affect the overall performance of organisations.
Balogun added that businesses also bear significant financial costs when employees resign because of unsafe working conditions. She said organisations spend considerable resources recruiting, training and retaining staff, making it costly to replace experienced workers who leave due to workplace harassment. In severe cases, companies may also face legal expenses and reputational damage if victims seek redress through the courts.
She identified sectors such as hospitality, healthcare, manufacturing and domestic work as particularly vulnerable to gender-based violence because of unequal power relations and the nature of their work environments. She also noted that workers in informal settings, including markets, often face greater risks due to weak reporting systems and limited institutional protection.
The labour leader urged employers to establish confidential reporting channels, adopt and publicise zero-tolerance policies against harassment, and provide counselling and psychosocial support for affected workers. She said managers and supervisors should respond promptly to suspected cases by protecting victims, documenting incidents, separating victims from alleged perpetrators where necessary, and referring cases to appropriate support services.
Balogun encouraged small and medium-sized enterprises (SMEs) to integrate GBVH awareness into staff meetings and workplace activities, even with limited financial resources. She also advised businesses to partner with civil society organisations and legal aid groups to strengthen employee education and support services.
She stressed that regular workplace education remains one of the most effective tools for changing attitudes and preventing abuse. According to her, continuous awareness programmes help employees recognise unacceptable behaviour, improve reporting rates and build confidence in workplace protection mechanisms.
Balogun noted that organisations can measure the effectiveness of their GBVH policies through increased reporting of incidents, improved staff retention, lower healthcare costs linked to workplace trauma and reduced legal disputes. She concluded by calling on business leaders, policymakers and employers to prioritise education, strengthen workplace policies and create safe, respectful work environments that protect employees while improving business performance.
