Beyond Silence: Strengthening Reporting Systems to Combat Workplace Harassment in Rwanda

As Rwanda marked International Women’s Day (IWD) 2025, discussions on gender-based violence (GBV) and sexual harassment in the workplace took center stage. Despite significant strides in gender equality, many women remain silent about workplace harassment due to fears of retaliation and the threat of losing their jobs.

This year’s event, organized by Friedrich Ebert Stiftung (FES), gathered stakeholders to address the persistent challenges women face in reporting sexual harassment and the urgent need for stronger protections.

The Fear That Keeps Women Silent

For many women in Rwanda, reporting sexual harassment at work can be too risky. The consequences can be severe: they may be fired, demoted, or blacklisted from future opportunities. Some fear retaliation from employers and colleagues, while others stay silent because HR departments often prioritize company reputation over victims’ well-being.

Others remain silent because they lack evidence. In many cases, sexual harassment occurs in private or subtle forms, making it difficult to prove. As a result, many women feel they are fighting a losing battle and prefer to stay silent rather than risk retaliation.

Mr. Musoni Jordi Michel, Deputy Secretary General of CESTRAR, emphasized that fear of retaliation continues to hold women back from reporting harassment. “Many women stay silent not because they want to, but because speaking up could cost them their jobs. No one should have to choose between their dignity and their livelihood.”

Beyond job security, social stigma and victim-blaming remain significant barriers. Instead of holding harassers accountable, victims are often questioned about their clothing, behavior, or motives. Even when reports are made, weak enforcement at the organizational level means many cases do not lead to meaningful consequences. This highlights the need for alternative reporting mechanisms, where victims can report harassment without involving the same organization where the perpetrator works, thereby reducing the risk of further retaliation.

Umuringa’s Testimony: The Reality of Fear

Feminist entrepreneur Sonia Umuringa, who works in the Green Economy sector, emphasized the importance of using technology to help victims report cases safely and anonymously.

“How can we harness the power of technology to provide solutions to this issue? Technology ensures confidentiality in reporting such cases,” she said.

Umuringa also shared a personal experience that deeply resonated with attendees. “I faced harassment in a way I never expected. Entrepreneurs experience this too. Imagine applying for a grant, and someone tells you to meet them in a hotel room, saying, ‘It’s for your own benefit.’”

She went on to explain how young women starting their businesses often find themselves in vulnerable positions, especially when they lack financial backing.

“As a young woman building my business from scratch, with no family wealth or capital, I am chasing a grant, maybe 10 million Rwandan francs to buy machinery to expand my work. Then someone tells me, ‘This is for your own good.’ At that point, you feel like giving up.”

Her story underscored the fact that harassment isn’t limited to traditional workplaces. It happens everywhere, including in professional networking and business opportunities.

Employers Need to Do More

Many workplaces have anti-harassment policies in place, but enforcement remains weak. Some workplaces still fail to protect victims adequately.

“Companies must stop protecting perpetrators and start protecting victims. A workplace that tolerates harassment is not a safe workplace,” said one speaker at the event.

Another key issue is the lack of safe or anonymous reporting channels, which exposes victims to further harm. Mr. Musoni Jordi Michel called attention to how, despite the presence of strong international frameworks like ILO C190, the lack of enforcement and awareness in Rwanda makes it difficult for victims to come forward. “ILO Convention 190 provides the framework for addressing workplace violence, but in Rwanda, its full application remains a challenge. We need better training and accountability for employers to ensure these protections are meaningful for women.”

Nakaweesi’s Call for Collaboration

Madame Salome Nakaweesi, an International Development Consultant & Change Catalyst, highlighted the importance of collaboration between feminists, trade unions, and civil society organizations in combatting sexual harassment. She stated:

“Sexual harassment in the workplace is not just a ‘women’s issue’ — it is a societal issue. Feminists, trade unions, and civil organizations must unite to build a collective approach where all workers, regardless of gender, are protected. We need to create safe spaces where workers can report harassment without fear of retaliation, where support systems are in place, and where perpetrators are held accountable. The fight against harassment will only be successful if we work together and make it clear that harassment will no longer be tolerated, not by anyone, anywhere.”

Nakaweesi emphasized that such collaboration is key to implementing the changes needed, particularly in enforcing better reporting mechanisms and providing survivors with support. “Without the involvement of civil society organizations and the commitment of trade unions, we will continue to see an environment where silence reigns and harassment thrives,” she concluded.

The Role of Feminists in C190 Implementation

Feminists have a pivotal role in ensuring that ILO C190 is implemented effectively. By advocating for strong policies and pushing for clear reporting systems, feminists can help ensure that both women and men in the workplace are protected from harassment. They work alongside trade unions to advocate for practical solutions, such as confidential reporting methods and clearer protocols for handling GBV cases.

. They push for systemic cultural shifts within companies, calling for a workplace culture where harassment is not tolerated and victims are believed and supported. Their efforts are key in ensuring that the workplace becomes safer for all.

Collaboration Between Trade Unions and Civil Organizations

Trade unions play a critical role in protecting workers’ rights, but their involvement in combating sexual harassment can be strengthened. Collaborating with feminists and civil society organizations ensures that victims have the support they need. Together, they can push for stronger reporting mechanisms and ensure that workers, particularly women, feel safe when speaking out.

Civil society organizations play an important role in providing legal support, offering psychological assistance to survivors, and running public awareness campaigns. Their efforts can help reduce the stigma surrounding harassment and make it easier for people to report these incidents without fear of retaliation. These organizations also advocate for the protection of informal workers who might otherwise be excluded from legal frameworks.

One attendee, the Secretary-General of a trade union under CESTRAR, pointed out that some individuals, especially those with limited education, need information to be tailored to their level of understanding. “When they are taught certain things, it can create conflicts at home and disrupt their agricultural work,” he explained.

This statement sparked heated debates among participants, but Mr. Musoni Jordi Michel responded by highlighting a broader societal issue: “In Rwanda, there is a perception that when you inform someone about their rights, you are inciting them to rebel. People believe that the more individuals are aware of their rights, the more they create problems in the community by making demands. The perception is that when people claim their rights, they cause more conflicts.”

Rwanda’s Efforts Against GBV and Harassment

It’s important to emphasize that this issue is not caused by a lack of action on the part of the Rwandan government. The government has enacted laws and policies aimed at protecting individuals from gender-based violence and harassment. These include laws like the Law No. 59/2008 on the prevention and punishment of GBV and the establishment of the Rwanda Investigation Bureau (RIB), which investigates cases of harassment and other crimes.

The issue lies more in how individual actions, often behind closed doors, exploit positions of power. These incidents are difficult to detect and prove, which can make enforcement challenging. However, the Rwandan government continues to fight to end harassment and violence, supporting frameworks like ILO C190 and ensuring that those who perpetuate violence are held accountable.

A Call for Cultural Change

At the end of the day, laws and policies alone won’t create lasting change. The real shift must come in workplace culture. Companies need to stop sweeping harassment cases under the rug, and society as a whole must start believing victims rather than questioning them.

As one participant at the event said: “Workplace harassment will not stop until we create a culture where victims are believed, perpetrators are held accountable, and speaking up is safe. Perpetrators should be the one to be ashamed and not the victims.”

This year’s FES-organized event was a powerful reminder that the fight against workplace harassment is not just about legal frameworks but about real people’s lives. Until survivors feel safe enough to come forward, silence will continue to be the only “safe” option—and that is simply not okay.