Implementing sexual harassment policies in organisations in Ghana: analysis of stakeholder interviews

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Dokumentart: Diplomarbeit, Magisterarbeit, Master Thesis
Institut: Department Gesundheitswissenschaften
Sprache: Englisch
Erstellungsjahr: 2014
Publikationsdatum:
SWD-Schlagwörter: Ghana , Sexuelle Belästigung , Frau
Freie Schlagwörter (Englisch): Sexual harassment policy , workplace , policy making procedure , enforcement
DDC-Sachgruppe: Soziale Probleme, Sozialdienste, Versicherungen

Kurzfassung auf Englisch:

Purpose: The purpose of this case study is to describe issues of stepping up adoption and effective implementation of sexual harassment policy at the organisational level for experts in Accra, Ghana. Background: Sexual Harassment at work is an identifiable occupational, safety and health hazard. Incidence is high especially among women. The health repercussion not only affects the well-being of the victims but also families, workplace productivity and the society at large making it a major Public Health concern. The need to adopt and implement a comprehensive sexual harassment policy at the organisational level has been identified as a crucial solution to combat the problem. However, that has not been attained in spite of legislation, provisions, and on-going advocacy for that purpose. Methodology: Semi-structured guideline based interviews were conducted with 13 key experts and stakeholders in Ghana in spring 2013. The generated data was analysed within the framework of qualitative content analysis. Results: Findings show that comprehensive sexual harassment policies do not exist in organisations in Ghana. What exist are scanty clauses, organizational codes, etc. that do not amount to a comprehensive sexual harassment policy. Two major reasons accounts for this include: victims’ reluctance to report sexual harassment cases and employers’ limited knowledge of the vicarious liabilities the labour law puts on them. As a result, sexual harassment has not been seen as a problem by employers and other institutional stakeholders. Relevant state institutions have not acted effectively to ensure enforcement of sexual harassment policies in the organizational levels. The responsibility of enforcement of sexual harassment policies at the enterprise level to great extent rests on the state institutions and not just employers. Conclusion: The study concludes that there is need for the development of comprehensive sexual harassment policies in all organizations. Furthermore, these policies and the procedures for redressing sexual harassment violations need to be popularized or clearly made known to all organizational personnel. This can be achieved with collaborative effort of appropriate state institutions, civil society organizations and employers.

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