According to a new survey, “violence and harassment” in the workplace are common in Nigeria, with 29.5 percent of workers having encountered it in their working lifetime, which is higher than the global average of 20.9 percent. According to the report, 69.1 percent of Nigerians who have encountered workplace violence and harassment claim it has happened three or more times. According to the new research “Safe at Work? Global Experiences of Violence and Harassment,” which is based on the Lloyd’s Register Foundation’s World Risk Poll powered by Gallup, males are somewhat more likely than women to report having encountered violence and harassment at work on a global scale 22% vs 20% of women. However, according to the research, the most susceptible subgroups are primarily made up of women.
There were variances in the experiences of persons who work in Nigeria when compared to global averages. Women with a tertiary education, for example, were found to be one of the groups most likely to report workplace violence and harassment at 29 percent internationally. This figure was far lower in Nigeria, at 12.4 percent. When looking at the experiences of individuals with a primary education, persons in Nigeria (21.8 percent) are more likely to report workplace violence and harassment than the global average of 15%. These findings reveal a significant disparity in education levels and workplace violence and harassment experiences in Nigeria.
Vulnerable groups may not feel as empowered to report work violence.
Those who have already experienced prejudice outside of work, such as discrimination based on gender, race, or disability, are twice as likely to face violence and harassment in the workplace (39 percent compared to 16 percent). In Nigeria, 88.8 percent of those who had faced prejudice based on nationality or ethnic group had been subjected to violence or harassment. While many people are aware of workplace violence and harassment, the country-specific figures provided by Lloyd’s Register Foundation are especially useful in demonstrating just how widespread it can be in any given location – and who’s most at risk,” said Suzanne Maybud, an international consultant on gender equality and women’s advancement in the workplace.
While certain categories, such as university-educated women, had greater rates of workplace violence and harassment, it’s crucial to remember that other vulnerable groups may not feel as empowered to report it, meaning the true percentages could be significantly higher,” Maybud said. It almost always follows a pattern. That is why legislators must take an inclusive, zero-tolerance approach to labour legislation. This will allow anyone who has experienced workplace violence or harassment to feel safe enough to report it, knowing that the perpetrators would face serious consequences.
World Risk Poll gives the first global and comparable measure of violence.
By adopting a strong stand, policymakers have a real chance to create cultural change, which can then trickle down to the company level and safeguard all workers,” she said. The World Risk Poll, according to Dr. Sarah Cumbers, Director of Evidence and Insight at Lloyd’s Register Foundation, provides the first global and comparable measure of workplace violence and harassment, information that is critical to supporting serious and targeted actions to address the issue in countries around the world.
Although some of the countries and groups reporting the highest levels of experience may appear surprising at first glance, “this granular data helps us to understand both where interventions are needed to address a recognized problem, and where additional work may be required to raise awareness and encourage greater reporting,” Cumbers said. The global research polled 125,000 people from 121 countries about their experiences with workplace violence and harassment. A complete description of “violence and harassment” was supplied to all people interviewed.
There should be more awareness of work violence.
It advocated for greater awareness of workplace violence and harassment, including its various expressions, in order to change perceptions, stigmas, attitudes, and behaviors that can perpetuate violence and harassment, particularly those based on discrimination. It also recommended strengthening institutions at all levels to provide effective prevention, remediation, and support, as well as updating mechanisms to effectively prevent and manage violence and harassment in the workplace, including through labour inspection systems and occupational safety and health policies and programs.
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