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A Sexual Harassment Policy sets clear rules and procedures to protect employees from unwanted sexual advances, offensive behavior, and hostile work environments in Nigerian workplaces. It outlines specific behaviors that count as harassment under the Violence Against Persons Prohibition Act and Labour Act, from inappropriate touching to suggestive comments.

The policy explains how to report incidents confidentially, what actions the company will take to investigate claims, and the consequences for harassers. It also describes training requirements, protection from retaliation, and support services available to affected staff. Good policies help organizations comply with Nigerian labor laws while creating safer workspaces for everyone.

Your organization needs a Sexual Harassment Policy from day one of operations in Nigeria. Use it to establish clear conduct rules before incidents occur, especially when hiring new employees or opening new office locations. The policy becomes crucial during orientation sessions, after receiving harassment complaints, or when updating workplace safety measures.

Many Nigerian companies implement these policies during workplace culture reforms, following industry incidents, or after leadership changes. It's particularly vital when expanding teams, moving to new facilities, or launching initiatives that increase employee interactions. The policy helps prevent legal issues under the Violence Against Persons Prohibition Act while fostering a respectful work environment.

• Basic workplace policy: Sets fundamental rules about prohibited behaviors, reporting procedures, and investigation processes. Most common in small businesses and startups.
• Comprehensive corporate policy: Includes detailed sections on training, third-party harassment, and digital communication standards. Used by larger Nigerian companies.
• Industry-specific policy: Adapts harassment definitions and examples for sectors like hospitality, education, or healthcare where unique situations arise.
• Multi-site policy: Contains location-specific procedures while maintaining consistent company-wide standards. Ideal for organizations with multiple Nigerian offices.
• NGO/development sector policy: Emphasizes cultural sensitivity and includes provisions for interactions with beneficiaries and community members.

• Human Resources Managers: Draft and maintain Sexual Harassment Policies, conduct investigations, and ensure compliance across the organization.
• Company Directors: Approve policy content, allocate resources for implementation, and demonstrate leadership commitment to prevention.
• Line Managers: Enforce policy guidelines daily, report violations, and maintain documentation of incidents.
• All Employees: Must understand, sign, and follow policy requirements, including reporting procedures and expected conduct.
• Legal Counsel: Reviews policy alignment with Nigerian labor laws and advises on updates needed for compliance.
• External Stakeholders: Contractors, visitors, and business partners must comply when interacting with company staff.

• Company Details: Gather your organization's structure, size, and industry-specific risks in Nigeria.
• Legal Framework: Review the Violence Against Persons Prohibition Act and Labour Act requirements for workplace protection.
• Reporting Chain: Map out clear channels for complaint reporting and investigation procedures.
• Training Plan: Define how staff will learn about the policy through orientation and regular updates.
• Enforcement Methods: Outline specific disciplinary actions for policy violations.
• Documentation System: Set up secure record-keeping for complaints and investigations.
• Review Process: Schedule regular policy updates to maintain effectiveness and legal compliance.

• Policy Statement: Clear definition of sexual harassment and zero-tolerance stance under Nigerian law.
• Scope Section: Specifies who is covered, including employees, contractors, and visitors.
• Prohibited Conduct: Detailed examples of verbal, physical, and digital harassment behaviors.
• Reporting Procedures: Step-by-step process for filing complaints confidentially.
• Investigation Protocol: Timeline and methodology for handling reported incidents.
• Protection Measures: Anti-retaliation provisions and witness protection guarantees.
• Disciplinary Actions: Specific consequences for policy violations.
• Training Requirements: Mandatory awareness sessions and documentation procedures.
• Review Schedule: Annual policy update and effectiveness assessment timeline.

While both policies address workplace misconduct, a Sexual Harassment Policy differs significantly from a Bullying and Harassment Policy in several key aspects:

• Scope of Behavior: Sexual Harassment Policies specifically target unwanted sexual advances, gender-based discrimination, and sexually inappropriate conduct. Bullying policies cover a broader range of hostile behaviors like intimidation, mockery, and workplace abuse.
• Legal Framework: Sexual Harassment Policies align with Nigeria's Violence Against Persons Prohibition Act and gender-specific protections, while bullying policies typically reference general labor laws and workplace safety regulations.
• Investigation Procedures: Sexual harassment cases require specific confidentiality protocols and gender-sensitive investigation methods, whereas bullying investigations follow more general workplace dispute procedures.
• Remedial Actions: Sexual harassment violations often trigger mandatory reporting to authorities and stricter penalties, while bullying incidents might be handled through internal disciplinary measures first.