Sexual Harassment in the Workplace

Norah Gift Amala • May 11, 2023

Understanding Types, Legal Frameworks, and Effective Solutions.

A workplace is ideally meant to foster productivity, growth, and individual fulfillment of employees as they, in turn, contribute to the realization of the overall desired goal of an entity. The ideal workspace should be respectful, inclusive, and with an aura secure enough to keep a worker excited and motivated enough to report to work to give their best.


Employees are however robbed of the right to experience safety when the environment turns toxic, toxic enough that they are demotivated and unwilling to give their best, and in the extreme, wish to quit the space. A toxic work environment is characterized by hostile and negative atmospheres that impact the well-being and productivity of the employees and causes them to battle with stress, anxiety, and fear among other impacts. 


Sexual harassment is one of the practices that leads to toxic work environments. This is any unwelcome conduct of a sexual nature that results in physical, psychological, or sexual harm, that might reasonably be expected or be perceived to cause offense or humiliation, when such conduct interferes with work, is made a condition of employment, or creates an intimidating, hostile or offensive work environment (Edlund, 2020). Everyone in the workplace is prone to sexual harassment, this includes workers in both low and high-managerial positions, service providers, and persons that interact with the workspace. 


Quid Pro Quo (something for something) harassment and Hostile environment harassment are the two types of sexual harassment (June 2012). 


(Kiwalabye, 2017) throws light on the various manifestations of sexual harassment in the workspace, that are either subtle enough to be ignored or direct enough to leave unnoticed. These take the forms of, but are not limited to; 

  • Unwanted sexual attention, 
  • Any unwelcome physical touch 
  • Sexual remarks on a person’s body or clothing, 
  • Sexual questions or jokes, 
  • Sexual assault and rape at the workplace,
  • Receiving career threats upon refusing to accede to date or sexual favors, 
  • Verbal sexual harassment such as someone being addressed in a sexually offensive manner
  • Displaying sexually explicit materials in the workplace without educational or work-related motives. 


How Sexual Harassment at workplaces impacts workers 

Sexual harassment in the workplace may cause victims short-term and long-term negative effects. It leads to depression and post-traumatic stress. Individuals may feel humiliated, lose self-esteem, and more. It may also lead to workplace problems like higher turnover, absenteeism, and decreased work performance (Yie & Ping, 2021). 


The authors further stipulate that employees of various genders that have experienced sexual harassment experience negative emotions ranging from embarrassment, shame, depression, a decrease in self-esteem, and lack of job satisfaction to compromised safety.

In addition, sexual harassment at work may result in the likelihood of conducting substance abuse, experiencing Post-Traumatic Stress Disorder (PSTD), and in the extremes, development, and execution of suicidal tendencies (Yie & Ping, 2021)


Legal Frameworks on sexual harassment: 

National frameworks 


Regional-level Policy and legal framework


International frameworks 


While having a robust sexual harassment policy in a workspace is plausible, it is not an absolute mechanism to completely wipe out the vice of sexual harassment in the workspaces. A regular review and update of the policy are needed to ensure it responds to the changing context of sexual harassment so it remains effective, informative, and relevant but also aligns with the current ideal practices and expectations in the workplace. 


Responding to sexual harassment in the absence of legal and policy frameworks

In a rare situation that there isn’t a legal or policy framework to respond to a sexual harassment situation, most likely in an informal setting, these outlined interventions can be used to deal with the situation head-on;

  • Speaking Up! Should you encounter any form of sexual harassment, there is power in airing it out. Openly speak about how you feel about the situation. It is important because there are subtle forms of sexual harassment that may go unnoticed 
  • Confide in a colleague you trust 
  • Document the sexual harassment incident. Gladly it’s an era of technology, taking videos, and making use of camera recordings are important in reporting the case 
  • Leverage the support mechanisms of other work entities. These could be partners, networks, or companies/organizations that have established legal or policy frameworks that address sexual harassment. These could avail information and support a victim on the required steps needed to take to reach justice and healing.


The procedure for handling sexual harassment complaints (Act, 2023)

Upon receipt of a complaint, the labor officer shall promptly investigate a complaint by taking the following steps;

  • Register the details of the complaint in the form prescribed in the Second Schedule
  • Interview the complainant to ascertain the facts of the matter;
  • Obtain from the committee the written report of their investigation and decision on the complaint;
  • Notify the employer of the complaint and direct the employer to respond to the complaint;
  • Investigate the complaint to ascertain the facts to the extent practicable, throughout the investigation and consult the union office where a union exists in the establishment
  • In case of a labor officer not being a labor Commissioner, dispose of the complaint or refer it to the Labor Commissioner in case of deadlock;
  • Inform the employer and complainant of the decision in writing;
  • Inform the employer that he or she will not engage in retaliation against the complainant or anyone else who cooperates with the investigations;
  • Order the employer to separate the complainant and the person alleged to have harassed to avoid further harassment without adverse discrimination affecting their working conditions; and
  • Continuously monitor the interim measures that are being taken by the employer throughout the investigation and after that


The emotional gap in legal and policy frameworks 

Policies and laws alone cannot be completely effective tools to prevent and respond to sexual harassment. Victims of sexual harassment, who are absolute emotional beings, are at the core of response and intervention, and policies cannot fully address the emotional scars that sexual harassment can have on an individual, both at the workplace and in spaces beyond work. It’s plausible that these policy and legal frameworks provide guidelines and consequences for the vice. They also may not be enforced adequately and under the fact that they are frameworks, the language therein could be limiting enough for the victims to hold back on reporting for fear of retaliation of the unseen or unclear consequences. 

It is therefore most important to have support systems in workplaces that are preventive, restorative, and responsive. These systems may include; 

  • Establishing sexual harassment committees in the workplace to register complaints, investigate and respond to the complaints. 
  • Readily available counseling services,
  • Training of all individuals (employers, employees service providers, and all individuals that are affiliated with the workspace) on sexual harassment


Employers should therefore be in a position to identify and respond to situations that depict sexual harassment and take measures to prevent sexual harassment and generally promote a safe working environment for all workers in the space.


References 

Act, E. (2023). Employment ( Sexual Harassment ) Regulations, 2012.

Edlund, C. (2020). Prevention of Harassment, Sexual Harassment, Discrimination, and Abuse of Authority Policy. UNWomen, 1–18. https://www.unwomen.org/sites/default/files/Headquarters/Attachments/Sections/About Us/Accountability/UN-Women-Harassment-sexual-harassment-discrimination-and-abuse-of-authority-policy-en.pdf

June, I. (2012). Sexual harassment in the world of work. 190, 789. www.ilga-europe.org/resources/glossary

Kiwalabye, F. (2017). Sexual harassment at the workplace : A case study of the Uganda police force. Youth Crime Watch Uganda/IgnitusWorldwide Uganda, P13.

Williams, T. H., & Williams, N. M. (1999). Preventing and responding to sexual harassment. Family Practice Management, 6(9), 32. http://search.ebscohost.com/login.aspx?direct=true&db=cin20&AN=1999073011&site=ehost-live

Yie, C. E., & Ping, N. T. S. (2021). Sexual Harassment in Workplace: A Literature Review. The International Journal of Humanities & Social Studies, 9(8). https://doi.org/10.24940/theijhss/2021/v9/i8/hs2108-023

Honoring Our Past, Shaping Our Future: Our Chief Steward's Speech at the Femme Forte Museum Launch

By samantha • March 11, 2025
On March 7, 2025, we gathered for a moment that was both historic and deeply personal—the launch of the Virtual Museum of African Feminists. This museum is more than a digital archive; it is a testament to the resilience, brilliance, and activism of African feminists throughout history. At the heart of this moment was Penelope Sanyu, the Chief Steward of Femme Forte Uganda, whose powerful speech captured the spirit of the museum and the movement it represents. Her words reminded us why this space is necessary, why our stories matter, and why we must continue to fight for visibility, justice, and liberation.

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By samantha • March 5, 2025
Press Statement

A Home for Our Stories: The Virtual Museum of African Feminist Icons

By samantha • March 4, 2025
A Museum that Feels Like Home - By Penelope Sanyu

Femme Forte Uganda Announces the Launch of Her Virtual Museum Honoring African Feminists

By samantha • February 7, 2025
Kampala, Uganda - February 2025 Femme Forte Uganda is thrilled to announce the launch of Her Virtual Museum of African Feminists, a groundbreaking digital platform dedicated to honoring the legacies of feminist icons across Africa. The museum, set to be unveiled on March 7, 2025, ahead of International Women’s Day, stands as a tribute to the sheroes who, in many ways have and continue to pave the way for gender justice and a more equitable society. Rooted in the wisdom and resilience of siblings who came before us, this museum is a space to celebrate movement wins, amplify feminist narratives, and collectively build upon the foundations of liberation laid by African feminists throughout history. Rather than merely drawing inspiration from existing frameworks, the initiative recognizes the urgent need to create alternative feminist knowledges, ones that center African art, realities, experiences, power, and radical imaginations. Initially conceived as a data bank of African feminist icons and their work, this gift has evolved into a virtual museum to provide an interactive, engaging, and immersive experience. “This museum is more than a digital archive; it is a living, breathing testament to the power of African feminist’s past, present and future,” said Penelope Sanyu, Chief Steward at Femme Forte. “By curating these stories, we not only honor our sheroes but also commit to expanding and strengthening feminist and allied movements that love and support women.” Key Features of the Virtual Museum: Interactive exhibits: Engaging storytelling through multimedia presentations on African feminists and their contributions. Educational resources: Curated materials for students, educators, and activists to deepen their understanding of African feminist movements. Accessible design: Ensuring inclusivity and seamless engagement for a global audience. Why Launch Before International Women’s Day? The timing of the launch is strategic, aligning with International Women’s Day to spotlight the importance of inclusion and feminist leadership. The museum represents Femme Forte’s offering to the broader feminist movement, a digital archive preserving the contributions of African feminists for future generations. Launching a day before International Women’s Day 2025, the museum is Femme Forte’s contribution to the global feminist movement. It serves as a digital monument to the legacies of African feminists, ensuring their contributions are preserved, celebrated, and serve as a catalyst for future generations of changemakers. The Virtual Museum of African Feminists will be accessible online at https://bit.ly/3DOCVNv . About Femme Forte Femme Forte is a feminist organization dedicated to movement building by championing body rights and integrity, economic inclusion, and transformative feminist leadership in Uganda. Through advocacy, education, and innovation, Femme Forte strengthens intergenerational pathways between young and older feminists who aspire to contribute meaningfully to the broader women’s movement in Uganda and beyond.

The Global Gag Rule: A Death Sentence for Bodily Autonomy and SRHR

By samantha • February 6, 2025
The global gag rule, officially known as the Mexico City Policy, is not just a policy; it is a deliberate attack on bodily autonomy, sexual and reproductive health rights (SRHR), and the feminist movement at large. It is a political tool wielded to control the choices, voices, and futures of women and marginalized communities, particularly in the Global South. When the policy is in effect, it blocks international organizations from receiving U.S. global health funding if they so much as provide information about abortion even with their own, non-U.S. funds. This is not just a matter of financial restrictions; it is a suppression of knowledge, agency, and power. Power and Control: Who Holds It and Who Suffers? First implemented in 1985, the global gag rule has been a political pendulum, reinstated by Republican presidents and rescinded by Democratic ones. Over the decades, its impact has only grown more severe. The most devastating expansion came in 2017, under the Trump administration, casting an ominous shadow over global health systems. The policy was no longer just about restricting funding for abortion-related services; it cut off support for a broad spectrum of essential health services, including U.S. global HIV (under PEPFAR) and maternal and child health (MCH) assistance. As of January 25, 2025, President Donald Trump has reinstated the policy. It is, at its core, about power. Who holds it? Who enforces it? Who is stripped of it? Power is in the hands of policymakers, primarily wealthy, conservative men in the U.S. government who make decisions that shape the reproductive destinies of millions of women across the world. They dictate what can be said, what services can be provided, and who is deemed worthy of care. This is not about protecting life; it is about maintaining control over women's bodies, particularly those in the Global South, where foreign aid is often a lifeline for essential healthcare services. Power is also in resistance. Feminists, activists, healthcare workers, and grassroots organizations continue to fight back, despite the chilling effect of the gag rule. Every time this policy is reinstated, we see a rise in unsafe abortions, a surge in unintended pregnancies, and a setback in access to contraception because banning organizations from using even their own, non-U.S. funds to provide abortion services or advocate for reproductive rights doesn’t eliminate abortion; it only drives it underground. And yet, we persist. The right to decide what happens to our bodies is not up for negotiation. As we wait for a future progressive government to revoke this policy again, the damage is already being done. Delays in action are not neutral; they actively harm the feminist movement and the right to bodily autonomy that we fight for. Think about it: Comprehensive sexuality education programs are losing funding, leaving young girls without access to critical knowledge about their bodies and rights. Feminist health initiatives that provide contraception, post-abortion care, and maternal healthcare are shutting down or scaling back due to financial constraints. Advocacy organizations are being silenced, unable to speak openly about abortion rights without jeopardizing their entire operations. Community health workers, often women, are losing jobs, cutting off local access to trusted sources of reproductive healthcare. These are not just abstract losses; they are direct assaults on the feminist movement’s ability to empower, educate, and protect. Break the Gag: A Call to Action The global gag rule must not only be revoked; it must be permanently abolished. We cannot continue this cycle where every change in U.S. leadership dictates the fate of women's healthcare worldwide. Feminist organizing, advocacy, and pressure have forced reversals before, and they will again. But we must demand more than temporary fixes. What can we do? Raise our voices on social media, in our communities, and through every available platform. Silence only serves the oppressor. Support feminist organizations that continue to provide SRHR services despite financial challenges. Pressure our governments to fund SRHR independently, reducing reliance on U.S. aid that comes with strings attached. Educate and engage because knowledge is power, and power is what they fear most. We will not be gagged. We will not be silenced. We will fight for choice, for power, and for the feminist future we deserve. Article by Samantha Agasha and Hannah Stacey Baluka Reference List: Abortion. (2024, May 17). World Health Organization. Retrieved February 5, 2025, from https://www.who.int/news-room/fact-sheets/detail/abortion Global gag rule: How U.S. aid is threatening health and speech worldwide. (2019, April). Open Society Foundations. Retrieved February 5, 2025, from https://www.opensocietyfoundations.org/explainers/what-global-gag-rule Impact of the Trump administration’s global Gag rule on sexual and reproductive health in Uganda. (2022, December 13). Guttmacher Institute. Retrieved February 5, 2025, from https://www.guttmacher.org/fact-sheet/impact-trump-administrations-global-gag-rule-sexual-and-reproductive-health-uganda Trump administration reinstates the global gag rule in a setback for health, gender equality, and human rights. (2025, January 25). Centre for Reproductive Rights. Retrieved February 5, 2025, from https://reproductiverights.org/trump-administration-reinstates-global-gag-rule/

My Period Has Gone on Strike!

By samantha • February 4, 2025
My dear traveler, I have a serious problem. My period has decided to go on strike! It packed its cramps, mood swings, and chocolate cravings and just disappeared. I have been waiting patiently, like a mother waiting for her child to come home from school, but this child is missing in action. At first, I thought maybe it was just being fashionably late, you know, like those aunties who say they are "on the way" but haven’t even left their house. But now, it’s been too long, and I am starting to have negotiations with my ancestors. Did I offend the gods of ovulation? Did my uterus decide it needs a vacation without informing me? Or worse, should I be worried about an unexpected guest arriving in nine months?! This is where I must remind you, my sister, that we must take care of our sexual and reproductive health! We cannot leave things to chance and "vibes." Check your cycle, know your safe days (but don't trust them too much, eeh!), and if you are engaging in adult activities, please be responsible. That kind of Qweshunga is all fun and games until... Anyway, let’s not play hide and seek with pregnancy tests, thinking they will change their minds if we check five times in different lighting. As for me, I am off to have a serious conversation with my womb. I will give it one last chance before I start writing missing person reports. Meanwhile, please take care of yourself, visit a doctor when necessary, keep track of your health, and don’t let your period catch you by surprise like an uninvited wedding guest. With love and mild panic, Fellow traveler. (Article by anon, via Qweshunga)

End of Year Message from our Chief Steward

By samantha • December 23, 2024
Dear Femme Forte, As we bid farewell to an extraordinary year, I am overwhelmed with gratitude for the strides we have made together. Femme Forte Uganda stands as a testament to the power of feminist movement building, a beacon of hope for those who dare to dream of a world where equality and equity is not just a distant ideal but a lived reality. This year, 2024, our collective commitment to advancing equality found expression in remarkable ways. From hosting transformative conversations to amplifying the voices of the marginalized, we deepened our roots as a movement that centers justice, care, and systemic change. Through collaborations with partners across various sectors, we challenged norms that uphold inequality, created spaces of healing and growth, and fostered solidarity across communities. These connections remind us that feminism is not an individual pursuit but a collective endeavor that thrives on the strength of our relationships. Our work in 2024 reaffirmed that collaboration is the lifeblood of movement building. Together, we launched groundbreaking initiatives and projects that were bold acts of reclaiming our narratives. We stood united in the fight against femicides, sexual and gender based violence, technology-facilitated gender-based violence, reproductive justice, among others, recognizing that equality in the digital age demands that no one is left behind. We championed leadership transitions and inter generational conversations that honor feminist principles, ensuring that our work reflects not only where we stand today but where we aspire to go tomorrow. These achievements would not have been possible without the relentless dedication of our staff and board. To the Femme Forte Uganda team, thank you for embodying the values we hold dear and for your tireless commitment to driving the feminist agenda forward. Your creativity, resilience, and passion have been the backbone of every success we celebrate today. To our board, thank you for your wisdom, guidance, and belief in the transformative power of Femme Forte’s vision. Together, you have been architects of change, creating pathways for a more inclusive and equitable future. As we step into 2025, let us continue to harness the power of collaboration and movement building to dismantle systems of oppression and co-create a world where equality is not negotiable. Feminist work is work for the long haul and it is deliberate, as it is bold and hopeful. Let us recommit to doing this work with care, compassion, and conviction. To our partners, thank you for standing with us, for dreaming with us, and for walking this journey side by side. To our constituents, your courage inspires us, your stories empower us, and your resilience strengthens us. Femme Forte Uganda exists because of you, and we are honored to serve as stewards of this shared vision. Here’s to 2025, a year of greater strides, deeper connections, and transformative impact. Together, we will continue to rise, to build, and to lead. In gratitude and solidarity, Penelope Sanyu Chief Steward  Femme Forte Uganda

A Tribute to Mr. Norbert Ndawula

By samantha • October 29, 2024
Today, is an unbelievable day. Many of us are dealing with shock , others have so many unanswered questions, others heavy hearts, guilt, shame, gratitude, respect, a whole mix of emotions. In all, we are here to acknowledge that life is fleeting and we must embrace our journeys with grace and love. Our hearts are heavy with the weight of sorrow and our spirits are downcast! But; We gather to celebrate the life of a man who was much more than just a colleague or friend. Norbert Ndawula, joined Femme Forte Uganda in November 2018 and left in May 2020. Though he is departed from this earthly life, he has left behind an indelible legacy woven into the very fabric of our community and our memories. Norbert was not only a storyteller by title but also by spirit. Did you ever hear this man laugh? His laughter told so many stories hidden within. He carried within him a rare gift—the ability to live and capture life in its purest form, to see beyond the ordinary, and to draw out the extraordinary from every story he encountered. With words and warmth, he transformed the lives of those who listened. He taught us to see with our hearts and to listen with compassion, bringing to life the hopes, dreams, and resilience of Femme Forte and those who make it what it is. His words lifted spirits, soothed pain, and reminded us all of our shared humanity. In every story Norbert was a part of, there was always laughter, a message of hope, a spark of joy, or a profound reminder of our strength. His years with Femme Forte were marked by unbridled dedication, boundless creativity, and an unwavering belief in the power of storytelling to heal and to connect us. For Norbert, storytelling was never just about narrating events—it was about connecting with people, giving voice to the unheard, and championing causes close to his heart. Today, we mourn not only for his passing but for the stories left untold, the words unspoken, and the many hearts left yearning for his gentle and warm guidance. Yet, even as we grieve, we find comfort in knowing that his spirit lives on in every story he encountered, in the memories he gifted us, and in the lives he touched. Norbert has become a part of our shared history, a cherished chapter in the Femme Forte story. To his family, especially to mummy, Sandra, Pesh and Zoe we extend our deepest sympathies. Thank you for sharing Norbert with us, for allowing him to be a light in our lives and our work. We hope you find solace in knowing that he was—and will always be—immensely cherished, respected, and loved by so many. To Zoe, we have so many stories to share because we first heard about your conception and then told stories all through to your birth, your daddy was a great man, may you always remember him thus! As we prepare to lay our friend and colleague Norbert to rest in his ancestral home, let us not say goodbye but instead carry forward the lessons he left us. Let us honor his legacy by being storytellers of the spirit of laughter, hope, love, and resilience in our own ways. Rest in peace, Norbert Ndawula. Your stories will forever remain with us, and your light will never fade. On Behalf of the Femme Forte Community, Thank you.

IT SHOULD BE TOO EXPENSIVE TO STEAL!

By samantha • July 25, 2024
“Someone will ask, ‘Will it pay?’ If it will, one will steal. If it won’t pay, one won’t steal. It should be too expensive to steal. This is why corruption is happening on a grand scale. They must steal enough to stay out of jail.” - Auditor General John Muwanga, May 31, 2013 The catalyst for the current #March2Parliament protests is a series of high-profile corruption scandals that have exposed the misuse of public funds by top government officials; the most egregious allegations involving the Speaker of Parliament, Anita Among. The Speaker and a number of her staff are accused of breaching parliamentary rules by using private bank accounts to withdraw enormous amounts of money between April 2023 and January 2024, supposedly for Among’s official work including outreach, community projects, and expenses. Journalists also allege that Among oversaw the distribution of more than Shs1.7 billion in 2022 as “service awards” for parliamentary commissioners, who oversee spending and salaries in Parliament. (Wepukhulu, 2024) The #March2Parliament protests have articulated seven demands: the resignation of Anita Among as Speaker of Parliament, reduction in the number of MPs, immediate resignation of implicated MPs pending investigations into corruption allegations, comprehensive lifestyle audits of MPs with public disclosure, reduction of MPs' salaries and allowances to 3 million, and unrestricted exercise of Ugandans' democratic right to peaceful assembly without obstruction. 

Closing the Gender Gap in Intellectual Property: Women and the Sustainable Development Goals Connection

By samantha • June 21, 2024
In the pursuit of sustainable development and gender equality, the role of intellectual property (IP) rights cannot be understated. Intellectual property encompasses a wide range of creations, from inventions and innovations to artistic expressions and cultural heritage. Yet, despite their significant contributions to the intellectual landscape, women continue to face barriers such as underrepresentation and bias, limited access to resources such as funding, mentorship, and networks that are crucial for navigating and succeeding in IP systems, and societal expectations and cultural norms that discourage women from pursuing careers in STEM or asserting their rights in IP systems, among other things. Closing the gender gap in intellectual property is not only a matter of equity and justice but also a crucial component of achieving the Sustainable Development Goals (SDGs).
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