Topic: Workplace Sexual Harassment
Country: Côte d’Ivoire
Delegate Name: Emily Kinnicutt
School: Saginaw Arts and Sciences Academy
Topic page: background guide and all position papers All Côte d'Ivoire position papers GLIMUN 2018 committees
Throughout the course of history, women have had to face endless amounts of harassment, abuse, and discrimination. One specific example of this that is prominent in our continually progressing economy is that of sexual harassment in the workplace. Sexual harassment can range from a sexual advance to request for sexual favour, or even just conduct or gesture of a sexual nature. Any behavior of a sexual nature that can be interpreted as offensive or humiliating can constitute as sexual harassment. Sexual harassment occurring in a work environment commonly is due to a power difference, with female employees fearing professional repercussions from male employers if they were to report anything. It must be recognized that men also do face issues of sexual harassment, but more often than not, it is women who are subject to harassment. Approximately two billion, or 80%, of women throughout the world over the age of 18 have experienced some form of sexual harassment in their life. This is quite worrying considering the plethora of long-lasting effects that sexual harassment can have on one’s life. From depression and anxiety to high blood pressure and cardiovascular issues, any occurrence of sexual harassment can cause negative psychological and physical results. Côte d’Ivoire, like the rest of the world, faces this issue of trying to deal with sexual harassment.
Action is currently being taken in Côte d’Ivoire, but currently, no legislation has been passed along the lines of sexual harassment, especially in the workplace. Regardless, there are many government-run education and women empowerment campaigns circulating throughout the country. These empowerment campaigns have the intention of creating jobs for women to rise into positions of power to prevent power differences. The education campaigns are designed to teach children and businesses proper workplace conduct, especially in relation to women. We are also currently working with other countries (many African countries) to figure out the best approach to this issue, considering the culture and tradition in each country, and the best way to work around it, or even possibly modify it, so that women can enjoy their inalienable rights as people. In the past, our government has been criticized for the lack of legislative action that we have taken on this subcategory of sexual violence, and we acknowledge that something must be done.
Côte d’Ivoire urges that both preventative and facilitative measures be taken to overcome sexual harassment. To decrease the number of harassment incidents that occur, we recommend that other countries utilize women empowerment movements to allow less opportunities for these incidents to take place and to encourage women not to fear speaking out. The State Of Côte d’Ivoire would like to request that companies put into place initiatives to allow more ease for women who want to report cases of sexual harassment. We would request that NGOs also focus on training employees and employers to deal with these cases properly. Overall, Côte d’Ivoire would like to create a work environment in which female employees feel safe and values, especially considering their immense value to the growing economy of our country and the world.
