‘Sex for Jobs Conference’: CHRAJ calls for cultural and social reforms to tackle sexual harassment

The Commission on Human Rights and Administrative Justice (CHRAJ) has called for deliberate cultural and social reforms to tackle sexual harassment, warning that institutional policies and disciplinary measures alone cannot eliminate the practice.

Deputy Commissioner of CHRAJ, Mercy Larbi, said addressing sexual harassment required a broader societal shift in attitudes, behaviours and power relations that enable abuse, silence victims and undermine accountability.

Speaking at the ‘Sex for Jobs Conference’ in Accra, she described sexual harassment as a human rights violation that threatens dignity, equality, personal integrity and the right to work under safe and favourable conditions.

She said the practice should not be treated merely as inappropriate sexual conduct, workplace indiscipline or individual misconduct, but as a complex human rights concern.

“Sexual harassment is not a mere issue of inappropriate sexual conduct, workplace indiscipline or individual misconduct. It is a complex human rights violation that raises fundamental questions concerning human dignity, equality, non-discrimination, personal integrity, privacy, work under safe, just and favourable conditions, freedom and security of the person, and access to justice,” she said.

Ms Larbie noted that sexual harassment remained pervasive in workplaces, particularly in environments where demands for sexual favours, unequal power relations and the abuse of authority intersected.

She said the practice could affect anyone, regardless of age, gender, cultural background or professional position, and could occur both physically and online.

According to her, sexual harassment includes unwelcome or non-consensual behaviour of a sexual nature that creates a hostile, degrading, humiliating, intimidating or offensive environment for victims.

The consequences, she explained, often extended beyond the immediate abuse to include emotional distress, declining academic or professional performance and damage to institutional reputations.

Ms Larbi acknowledged that several public institutions had developed internal sexual harassment policies, often incorporated into their human resource frameworks, but said implementation remained a major challenge.

She stressed that the existence of such policies must translate into effective protection, accessible complaints procedures and appropriate sanctions against perpetrators.

Outlining CHRAJ’s interventions, she said the Commission had developed a sexual harassment policy for its staff and sensitised employees on its provisions.

The policy provides for disciplinary action against staff found responsible for sexual harassment, including warnings, compensation, suspension, demotion and termination of appointment, depending on the circumstances. It also addresses harassment by individuals outside the Commission.

She said the policy was important in ensuring that CHRAJ practised the human rights standards it advocated and could serve as a model for other institutions.

Ms Larbi disclosed that the Commission had conducted 230 sexual harassment and related sensitisation programmes across the country between 2025 and July 2026.

The Greater Accra and Eastern regions accounted for 51 and 87 of the programmes, respectively, as part of efforts to educate workers and the general public.

She added that tertiary institutions were also being targeted because of reports of lecturers and supervisors allegedly demanding sexual favours in exchange for academic grades, favourable treatment or the release of results.

In collaboration with Amnesty International, CHRAJ had also visited more than 100 schools to conduct sexual harassment education programmes between 2025 and 2026.

Ms Larbi cited cases handled by the Commission to demonstrate the importance of effective complaints mechanisms and institutional accountability.

She referred to a case involving a woman who lodged a complaint after allegedly being dismissed for rejecting a sexual advance from her superior.

Following investigations, CHRAJ upheld her complaint and awarded compensation. The matter subsequently proceeded to court, where it became an important legal precedent, she said.

The Deputy Commissioner stressed that efforts to combat sexual harassment must go beyond institutional rules to challenge social norms and attitudes that normalise abuse, protect perpetrators or discourage victims from speaking out.

She called for stronger institutional enforcement, sustained public education and a culture in which victims could report abuse without fear of retaliation.

Her remarks formed part of discussions at the Sex for Jobs Conference, organised by the Ark Foundation, which brought together public institutions, civil society organisations, policymakers and other stakeholders to examine measures to end sexual exploitation in workplaces and educational institutions.

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