As the media industry comes full circle with sexual harassment policies in the workplace, media houses have been urged to ensure that this process cuts a wide swath so as to broaden the buy in.
Media organizations have begun to reassess and revise their sexual harassment policies as WIN continues to heighten a campaign against sexual harassment in the workplace. All the while a handful of organizations are either at drafting or implementation level of the policy.
To help media organizations crack down on sexual harassment, WAN-IFRA Women In News (WIN) held its 15th Round Table Meeting (Virtual) on 5th November, 2020 aimed at furthering sensitisation on the subject.
Media executives from Sub-Saharan Africa who attended the Roundtable meeting were motivated to climb on the bandwagon to address sexual harassment in the workplace.
A renowned expert in human resource concepts, Carin Anderson, shared on managing and preventing sexual harassment in news organisations. Anderson explored on essential tools that could assist organisations to navigate sexual harassment complaints effectively.
Anderson cautioned media executives against condoning a culture of Sexual Harassment. Linking sexual harassment to the current situation where COVID-19 has put many media houses in the red, Anderson cautioned it could negatively affect productivity.
She said staff could be forced to exit organisations, a development that will ultimately affect the financial performance of the business.
By hook or crook, organisations need to draft and implement comprehensive sexual harassment policies that are comprehensible to staff. According to Anderson, media executives must ensure of policies that have a prevention and cure approach while at the same time avoiding reactionary approaches.
She is of the view that a thorough sexual harassment policy could protect brands, would-be victims and the organisation untainted culture.
While the debate on sexual harassment has been dominated by fits and starts, of late progress has been by leaps and bounds. Anderson opined that conducting anonymous surveys continues to determine the culture of an organization hence helps create conducive working conditions for employees.
She observed that such surveys are very important because everyone is given a chance to air their views or concerns. In doing so, employees will feel comfortable and free to share their experiences.
Anderson further said anonymous surveys can also help to depict any unwanted behaviours in an organisation. Such surveys promote the culture of calling a spade a spade. She advised all media partners present at the meeting to create a safe and clean environment for their employees than to wait for the symptoms of sexual harassment to manifest.
“Organisations need to implement the policy and create more awareness through training. In order to create more awareness organisations need to come up with code of conduct and set procedures that promote zero tolerance for sexual harassment,” she said.
WIN executive Director, Melane Walker denoted that sexual harassment happens everywhere; and it is very important to have an internal policy that deals with it. Having a written internal policy has helped WIN to significantly navigate sexual harassment quandary, she said.
All participants were encouraged to have a Sexual Harassment policy and to share it with everyone in the organisation.
The outgoing President of the Court of Appeal, Justice Ian Kirby, shares his thoughts with us as he leaves the Bench at the end of this year.
WeekendPost: Why did you move between the Attorney General and the Bench?
Ian Kirby: I was a member of the Attorney General’s Chambers three times- first in 1969 as Assistant State Counsel, then in 1990 as Deputy Attorney General (Civil), and finally in 2004 as Attorney General. I was invited in 2000 by the late Chief Justice Julian Nganunu to join the Bench. I was persuaded by former President Festus Mogae to be his Attorney General in 2004 as, he said, it was my duty to do so to serve the nation. I returned to the Judiciary as soon as I could – in May 2006, when there was a vacancy on the High Court Bench.
Botswana’s civil society is one of the non-state actors that could save the country’s democracy from sliding into regression, a Germany based think tank has revealed. This is according to a discussion paper by researchers at the German Development Institute who analysed the effects of e-government usage on political attitudes In Botswana.
In the paper titled “E-government and democracy in Botswana: Observational and experimental evidence on the effects of e-government usage on political attitudes,” the researchers offer a strongly worded commentary on Botswana’s ‘flawed democracy.’ The authors noted that with Botswana’s Parliament structurally – and in practice – feeble, the potential for checks and balances on executive power rests with the judiciary.
Bangwato in Serowe — where Bamagwato Paramount Chief and former President Lt. Gen Ian Khama originates – disagree on whether they must send a delegation to dialogue with President Mokgweetsi Masisi’s family in Moshupa. Just last week, a meeting was called by the Regent of Bamagwato, Kgosi Sediegeng Kgamane, at Serowe Kgotla to, among others, update the tribe on the whereabouts of their Kgosi (Khama).
Further, his state of health was also discussed, with Kgamane telling the attendees that all is well with Khama. The main reason for the meeting was to deliberate on the escalating tension between Khama and Masisi — a three-year bloodletting going unabated.