​City aims to combat GBV beyond the 16 Days of Activism

The City of Johannesburg has taken a multifaceted approach to combat gender-based violence beyond the 16 Days of Activism campaign. The campaign for no violence against women and children is held annually from 25 November (International Day for No Violence Against Women) to 10 December (International Human Rights Day).

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The Member of the Mayoral Committee for Group Corporate and Shared Services in the City of Johannesburg, Cllr Loyiso Masuku, says "GCSS's planned sessions are targeted for the internal employees in line with our mandate.

"Community intervention is done through Social Development. However, during the 16 Days of Activism, the City amplified its efforts through targeted awareness campaigns."

Cllr Masuku says the initiatives aim to educate employees about GBV, its consequences, and the role individuals can play to prevent it.

"We use various channels, including internal communications, workshops, and online platforms to reach a wider audience," says Cllr Masuku.

Though this cause is acknowledged on an annual basis, Cllr Masuku says it is important for the City to consciously make efforts throughout the year to fight, speak up and invest to prevent violence against women and girls.

"Our approach as the City is multifaceted, encompassing policies, awareness campaigns, and support mechanisms for our workforce," she says.

Cllr Masuku says the City has implemented comprehensive policies aimed at preventing and addressing Gender-Based Violence. "We conduct regular training sessions for all employees to ensure awareness and understanding of these policies. This training is not a one-time event. It is integrated into our ongoing employee development programmes."

Cllr Masuku notes that the city's regular and mandatory training sessions for all employees also includes focusing on understanding, preventing, and addressing gender-based violence. These sessions cover topics such as recognising different forms of GBV, the impact on victims, and the role of everyone in creating a safe workplace.

"The City understands the importance of providing a safe space for reporting incidents of GBV. Our organisation has established confidential reporting mechanisms that allow employees to come forward with any concerns or experiences. This ensures a prompt and effective response to address such issues," she says.

In addition, the City is in the process of reviewing the Sexual Harassment Policy with a view of replacing it with the Group Anti-Harassment Policy Framework. Through this policy, workplace GBV incidents such as harassment and bullying will be tackled. The policy gives effect to Section 6 of the Employment Equity Act, 55 of 1998 on issues of unfair discrimination.

This provision informs that harassment of an employee is a form of unfair discrimination. Gender and sexual orientation harassment are also dealt with in line with this legislative provision. In addition, the policy enhances the achievement of the equality clause within the constitution.

"It is important to create frameworks and safe spaces for all employees. We will continue exploring different avenues to eradicate any opportunity for GBV and discrimination within the City," says Cllr Masuku.

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