Several desperate job seekers used by randy employers

- Desperation has led many people to fall victim

Lack of knowledge about what constitutes sexual harassment by victims of the act in the workplace has prevented them from reporting the crime.

This cycle culminates in people being abused and perpetrators getting away with abuse, observes the Botswana Gender Based Violence Prevention and Support Centre. The practice is reported to be rampant in several places of work in Botswana and Programs Director at the Centre, Kabelo Poloko, says it is actually a crime for a potential employer to offer someone a job opportunity based on conditions that the job seeker would comply to sexual demands of the boss.

Poloko notes that in most cases people who are seeking jobs are vulnerable and desperate, and therefore warns perpetrators against the practice as it is an offence for one to use their position to take advantage of people’s vulnerabilities.

Poloko explains that some actions that constitute sexual harassment which people may not be aware of include, hugging, whistling at someone, scratching another person’s inner hand, tapping one's behinds, continuous sexual related comments or remarks, as well as sending sexually related text messages or pictures to another employee.

Poloko further explained that some people in positions of power in organisations are perpetrators of sexual harassment as they promise people promotions, permanent positions and continual work contracts if they accede to their sexual demands. “In most cases these issues are not reported or are reported late when there are conflicts,” Poloko says, adding that this is why perpetrators often get away with sexual harassment.

“Job seekers and employees should always report these incidents to law enforcement officers to make sure that justice prevails and that the law is put in place such that such acts are dealt with accordingly.” Poloko explains that victims should not tire but follow up on their cases, an action that will hold culprits accountable. They should also seek assistance and support from human rights organisations and other law enforcement agencies to see to it that their cases are heard.

Poloko adds that victims lack knowledge and understanding of the law so they do not know what legal instruments are there to defend them in situations where they are abused. Furthermore, even interns are susceptible to sexual harassment as they may comply with the hopes of being given a job.

Poloko indicates that the unemployed pool is gravely affected by issues of sexual harassment as imposters can go as far as advertising non-existent posts or vacancies on different media platforms to deliberately lure victims with empty promises of employment opportunities and in turn violating them. Poloko urges companies and organisations to continue the fight to protect job seekers through means of community sensitisation in vast platforms to reach optimum numbers of the general masses. Moreover, Poloko states that companies should have internal systems that facilitate anonymous reporting of such cases.

Botswana, he adds, does not currently have statutory or compulsory provisions directly addressing sexual harassment at the workplace, even through the Employment Act. He says that victims should always report cases where they are sexually harassed and where possible, one may have to obtain evidence through various means such as SMS, WhatsApp, recorded calls as these can be used as part of evidence to substantiate sexual harassment allegations.

Poloko's advice is that they should familiarise themselves with legal instruments that could protect them should they fall victim.