HARARE, ZIMBABWE – A recent training session for staff at ZiFM, a division of AB Communications, has underscored a critical disconnect between employees’ foundational understanding of sexual harassment and their awareness of the company’s formal policies designed to address it.
The July 4 workshop revealed that while staff generally recognize unwanted behaviors, many are unfamiliar with the specific mechanisms for reporting and resolution within their organization.
Conducted by GMC, a firm with a long-standing relationship with AB Communications on policy formulation, the sensitization and training workshop at ZiFM brought together 25 participants — 16 women and 9 men. The primary objective was to heighten awareness, gauge existing knowledge, and foster open dialogue on sexual harassment in the workplace.
Participants demonstrated a robust grasp of what constitutes sexual harassment, accurately identifying it as unwelcome and uncomfortable conduct that manifests in verbal, physical, or non-verbal forms. However, a significant knowledge deficit emerged regarding AB Communications’ official sexual harassment policy. Most attendees, many of whom were relatively new employees with less than five years at AB Communications, had no prior exposure to similar training or engagement with GMC on the subject.
During candid discussions, staff informally acknowledged that certain behaviors observed within the organization — such as “unwelcome hugging, flirtation, and sexually suggestive comments” — could indeed fall under the definition of sexual harassment. While specific incidents were not publicly disclosed, this informal recognition pointed to potential areas where a clear and communicated policy is vital. The lack of familiarity with the existing policy prevented participants from critically assessing its effectiveness or suggesting improvements.
Attendees expressed clear expectations for a comprehensive and robust sexual harassment policy. They voiced hopes that AB Communications’ policy would include a “clear zero-tolerance stance,” alongside strong mechanisms for fair and confidential reporting and resolution. Crucially, participants also emphasized the need for explicit protections for job security for complainants and the provision of psychological support for victims.
In light of these findings, the workshop facilitators put forward several urgent recommendations for AB Communications management. Foremost among these is an immediate program to introduce the organization’s Sexual Harassment Policy to all employees. This introduction should be accompanied by facilitated discussions to gather feedback and identify opportunities to strengthen the policy and align it with best practices.
The facilitators highlighted AB Communications’ existing history of collaboration with GMC on sexual harassment discussions and policy development, suggesting this foundational work could be built upon for current policy implementation. They specifically recommended that the Human Resources department integrate the Sexual Harassment Policy into the standard package of contracts signed by new employees and interns. Additionally, they advised holding regular, year-round briefing sessions on the subject to ensure continuous awareness and reinforcement.
Adding to the proactive suggestions, participants themselves proposed practical measures to enhance workplace safety and reporting. They suggested the introduction of a suggestion box and, more notably, a whistle-blower system. Crucially, they emphasized that this whistle-blower system must be managed safely and independently, outside the direct information capture and recording capabilities of ZiFM’s digital security camera system, to ensure confidentiality and trust. Furthermore, staff expressed a desire to select “Gender Champions” from their own ranks to serve as internal advocates and support points for addressing gender-related issues and sexual harassment in the workplace.
The training session successfully illuminated a clear path forward for AB Communications. While a strong willingness among staff to tackle sexual harassment was evident, the workshop also exposed significant gaps in their knowledge of the existing policies designed to support them. It is now incumbent upon AB Communications to act swiftly, ensuring all employees are thoroughly informed, empowered, and fully supported in fostering a safe, respectful, and transparent work environment for everyone.
