At least 122 cases of sexual harassment at the workplace were received over the past five years, according to Rwanda Investigation Bureau (RIB) spokesperson Thierry Murangira. ALSO READ: Sexual harassment: How will labour ministry fight the vice in the workplace? Speaking at the end of 16 Days of Activism against Gender-Based Violence across the globe, he said 22 cases, including three at the workplace, were received in 2021/22 while 34 cases including eight cases at the workplace were recorded in 2022/23. The RIB’s report also shows that 27 cases of sexual harassment, including six at workplaces, were received in 2023/24. Sexual harassment is repeated remarks or behaviour of sexual overtones towards a person that either undermine, violate their dignity because of their degrading or humiliating character which create against them an intimidating, hostile or unpleasant situation. ALSO READ: Rwanda's fight against sexual harassment Upon conviction, a suspect is liable to imprisonment for a term of not less than six months but not more than one year with a fine of between Rwf100,000 and Rwf200,000, according to the 2018 law determining offences and penalties in general. In case the offender is an employer or any other person who uses their responsibility to practice acts of sexual harassment on a subordinate through instructions, threats or intimidation with intention to achieve sexual pleasure, the suspect is liable to imprisonment for a term of more than 1-2 years and a fine of not less than Rwf200,000 and Rwf300,000. “All persons are encouraged to report sexual harassment to provide fair justice to victims through prompt investigation. Despite laws and policies designed to prevent and address it, victims often face significant challenges in reporting harassment. These obstacles not only perpetuate a culture of silence but also hinder justice and accountability,” Murangira said. ALSO READ: Where and how to seek help in case of gender-based violence He noted that anonymous or confidential reporting mechanisms encourage victims to come forward. Common forms of sexual harassment Common forms of sexual harassment include physical harassment such as unwanted touching and any other physical contact such as unwanted hugs. Gesture harassment involves sexually suggestive body language and gestures and threats based on rejection of sexual advances. Sexual harassment through written or graphic harassment includes display of pornographic materials, sexually explicit pictures or written materials electronic or non-electronic communication. Sexual harassment through verbal harassment includes unwelcome comments about private life or appearance, sexual suggestive jokes and comments. Psychological harassment includes persistent proposals, unwelcome requests for sexual favours and pressure for having sexual intercourse sex or repetitive unwelcome sexual advances. Sexual corruption Seven cases of sexual corruption were received in 2019/20, seven in 2020/21, nine in 2021/22, five in 2022/23 and three cases in 2023/24. ALSO READ: Knowless Butera on sexual harassment in music industry Murangira said many cases of sexual harassment and sexual corruption fail due to improperly managed evidence. “Workers and employers must collaborate to ensure valid evidence is preserved, and presented effectively.” Types of evidence include documentary evidence such as emails, text messages, and chat logs as messages containing threats, inappropriate comments, or harassment, medical reports and photos of injuries caused by workplace violence, evidence of destruction caused by aggression, co-workers who observed the behaviour, CCTV recordings, as well as audio and video recordings. He said employers must establish anti-sexual harassment policies by developing and communicating zero tolerance policies for harassment. “Employees should have access to confidential and effective reporting channels that allow them to seek redress without fear of stigma or repercussions. Clear anti-harassment policies and regular training programmes can promote respect for bodily autonomy and raise awareness about acceptable workplace behavior,” he said. Jordi Michel Musoni, the Deputy Secretary General of Rwanda Workers' Trade Union Confederation (CESTRAR), said that ending violence and harassment in the world of work is part of ILO Convention 190 which Rwanda ratified in November 2023 before it entered into force in November 2024. He said: “The 16 Days of Activism against Gender-Based Violence, observed annually from November 25 to December 10, is a global campaign aimed at raising awareness and mobilizing action to end violence against women and girls. “It provides an opportunity for stakeholders to reflect on progress, highlight the importance of Convention 190, and emphasize the need for further action. Ratified by Rwanda and in force, Convention 190 is a key tool in driving lasting change.” According to Salvatrice Musabyeyezu, the Programme Manager at Friedrich-Ebert-Stiftung (FES) Rwanda, women and girls are the biggest victims of sexual harassment and sexual corruption at work. At workplaces, the hospitality sector which includes bars and hotels is the most affected, according to Flora Nyiratsinda, the General Secretary of SYNHOREB, a trade union that represents all workers from the tourism and hospitality sector. “Unwanted touching, and being forced to have sex with clients in some rooms, are among the dominant forms of sexual harassment in bars ad hotels,” she said.
