Burundi Employers' Association: Implementing ILO Convention N° 190 for Workplace Harassment Prevention

• Female employees in Burundi have come forward to denounce sexual harassment in the workplace.
• ILO Convention N° 190, which Burundi has not ratified, promotes the establishment of confidential mechanisms for reporting workplace violence and harassment.
• Victims of physical, psychological, or sexual violence often fear reporting incidents due to concerns about reprisal.
• The implementation of ILO Convention N° 190 is crucial for protecting workers' rights and reducing the risks associated with stress and certain occupational illnesses.

In Burundi, female employees have come forward to denounce sexual harassment in the workplace. According to an interview with Emmanuel Niyomwungere, a member of the steering committee of the Burundi Employers' Association (AEB), victims of physical, psychological, or sexual violence often fear reporting incidents due to concerns about reprisal. This silence hinders the effective implementation of International Labor Organization (ILO) conventions aimed at protecting workers against violence and harassment. Niyomwungere emphasizes the importance of establishing confidential mechanisms for reporting workplace violence, citing ILO Convention N° 190 as a key framework for preventing and managing cases of violence and harassment.

A member of an association fighting violence against women also spoke out about practices she considers concerning in certain professional environments. She alleges that some offices are transformed into meeting places for sexual encounters, where female employees may be subjected to unwanted advances from their superiors. These victims often face career-related pressure, including the threat of poor performance reviews or reduced job opportunities.

The situation highlights the need for strengthening prevention, awareness, and complaint mechanisms in Burundian workplaces.

Burundi has not ratified ILO Convention N° 190. If ratified, this convention would require employers to establish confidential mechanisms for reporting workplace violence and harassment. The convention includes policies and mechanisms for preventing and managing cases of violence and harassment in the workplace. According to Niyomwungere, this framework is crucial for protecting workers' mental health and lives, while also reducing the risks associated with stress and certain occupational illnesses.

The convention's emphasis on confidentiality is particularly important, as it allows victims to report incidents without fear of reprisal. This safe and accessible reporting system is essential for effective prevention and management of workplace violence and harassment.

Lawyers advising clients operating in Burundi should be aware that while ILO Convention N° 190 promotes the establishment of confidential reporting mechanisms, Burundi has not ratified it and therefore does not have direct obligations under it.

The situation in Burundian workplaces highlights the need for a comprehensive approach to preventing and addressing workplace violence and harassment. By establishing confidential reporting mechanisms and promoting awareness about the issue, employers can create a safe and healthy work environment.

The implementation of ILO Convention N° 190 is crucial not only for protecting workers' rights but also for reducing the risks associated with stress and certain occupational illnesses. It is essential to break the silence surrounding workplace violence and harassment, allowing victims to speak out safely and assert their rights.

Ultimately, the challenge now is to build enough trust in Burundian workplaces to allow victims to report incidents without fear of reprisal, paving the way for a safer and more respectful work environment.

Lawyers advising clients operating in Burundi should be aware of the country's obligations under ILO Convention N° 190, which requires employers to establish confidential mechanisms for reporting workplace violence and harassment. Compliance officers should also monitor their companies' adherence to these regulations to avoid potential liability.

Source: Original reporting via SOS Médias Burundi