Creating a safe work environment for women fosters equality, productivity, and well-being. In countries like Bangladesh, where cultural and social norms often shape workplace dynamics, it is crucial to implement specific measures that ensure women feel secure and respected at their respective workplaces. Ways to Ensure Women’s Safety in the Workplace Implementing Strict Anti-Harassment Policies Implementing a comprehensive Sexual Harassment Policy is crucial for any organisation, regardless of size. This policy should clearly define what constitutes sexual harassment, including both physical and verbal forms, and provide examples to ensure understanding. A zero-tolerance approach must be emphasised, making it clear that any form of harassment will not be tolerated under any circumstances.  The policy should also educate employees about inappropriate conduct and outline the reporting procedures. Importantly, the Sexual Harassment Policy must specify the consequences for offenders, ensuring that there is no ambiguity about the seriousness of the organisation’s view of preserving the female workers’ safety.  Read more: Which Vitamins are Essential for Women? Providing Gender Sensitivity Training Providing gender sensitivity training is an essential step on the path of ensuring women's safety in the workplace. These training programs should be mandatory for all employees and cover topics like respectful communication, unconscious bias, and the importance of gender equality. In a country like Bangladesh, where traditional gender roles are deeply ingrained, such trainings are particularly impactful in building awareness about ensuring women’s safety at workplaces.  Unconscious biases, though common, can be mitigated through education and training. The senior management and HR teams of organisations should be educated about different types of biases. Training can enable management and employees to recognize and challenge these biases, fostering a safer and more inclusive workplace.  Establishing a Safe Reporting Mechanism Establishing a safe reporting mechanism is vital for ensuring women's safety in the workplace. Women need to feel confident that they can report harassment or unsafe conditions without fear of retaliation. Implementing anonymous reporting options, such as a hotline, an online system, or a dedicated HR representative, can encourage more women to come forward.  Read more: Proven Passive Income Ideas for Women in 2024 All reports must be taken seriously, with prompt and appropriate action taken to address any issues. By creating an environment where women feel safe and supported in reporting concerns, organizations can maintain trust and uphold a culture of respect and safety.  Creating a Supportive Workplace Culture Creating a supportive workplace culture is essential for ensuring the safety of female employees. Employers should foster an environment of open communication, where employees feel safe to express their concerns without fear of judgement, mocking, or retaliation. Encouraging mutual respect and support among colleagues can significantly reduce the risk of harassment and discrimination.  This inclusive culture not only helps prevent issues but also promotes a sense of belonging and security for all employees. By prioritising respect and collaboration, organisations can build a workplace where everyone, especially women, feels valued, protected, and empowered to thrive.  Read more: How to raise happy, confident, strong girls Regularly Conducting Safety Audits This is crucial for ensuring women's safety in the workplace. These audits should thoroughly assess all aspects of safety, including physical infrastructure, security measures, employee behaviour, etc. By identifying potential risks early, organisations can take immediate action to address them, preventing accidents or incidents before they occur.  Regular audits also help maintain a high standard of safety, ensuring that the workplace remains a secure environment for everyone. Prioritising these evaluations reinforces the organisation’s commitment to protecting its employees, and creating a safer and more trustworthy workplace for women.  Implementing Safe Transport Facilities Implementing safe transport facilities is vital for ensuring the safety of female employees, particularly in Bangladesh, where public transport can often be unsafe. Companies can enhance security by offering shuttle services, especially for women working late shifts. Alternatively, they can collaborate with reliable transport providers to guarantee safe and secure commutes for their employees.  Read more: Top 10 International Scholarships for Women to Study Abroad By taking these measures, organisations not only protect their employees but also demonstrate their commitment to creating a supportive and secure work environment. It allows women to focus on their work without worrying about their safety during their commute.  Developing an Internal Complaints Committee  Developing an internal complaints committee in an organisation is crucial for addressing workplace harassment and ensuring women’s safety. In Bangladesh, many organisations still lack proper mechanisms, leaving women hesitant to report abuse. However, such committees must include trained individuals, including women participants.  The committee should be responsible for investigating complaints within 90 days and issuing a report within 10 days. Developing an effective internal complaints committee is essential for creating a safe environment where female employees feel confident to report verbal and sexual harassment, knowing their concerns will be handled with sensitivity and fairness.  Read more: 8 Safe Motorcycle Riding Tips for Women Collaboration with External Organizations Partnering with NGOs, government bodies, or external organisations is a valuable strategy for enhancing women’s safety in the workplace. These collaborations can bring in specialised resources, such as training programs, legal advice, counselling, and support services, which might not be available internally.  Additionally, such partnerships help organisations stay updated with the latest safety practices and legal requirements, ensuring compliance and best practices. By leveraging the expertise of these external entities, companies can create a more comprehensive and effective approach to protecting their female employees. Encouraging Mental Health Support Mental well-being is a critical component of workplace safety, especially for women. Companies should offer counselling services and foster a supportive environment where women can seek help for psychological distress caused by stress, harassment, or exclusion. The mental health challenges stemming from gender-based violence, lack of inclusion, and demanding work conditions can lead to issues like anxiety, depression, and even substance use disorders.  Read more: Is Gym Good for Women? Research indicates that women who feel excluded are at higher risk of workplace incidents due to increased stress. Promoting mental health awareness and support are essential to ensuring women's safety and job satisfaction, reducing turnover, and creating a healthier workplace culture. Equal Opportunities  Promoting gender equality in hiring, promotions, and leadership roles is essential for ensuring women’s safety and empowerment in the workplace. Companies should commit to equal pay for equal work and regularly review compensation packages to eliminate gender disparities. Providing equal opportunities for advancement, training, and professional development helps empower women and fosters a more inclusive work environment.  Additionally, adopting hiring practices that prioritise diversity, equity, and inclusion (DEI) ensures a diverse workforce and a culture of fairness. By championing gender equality at all levels, organisations create a safer, more supportive environment where women can thrive.  Read more: Best Free Personal Safety Android, iOS Apps for Women in 2024 Healthcare Facilities  To ensure women's safety and well-being in the workplace, it is essential to provide accessible healthcare services and maintain clean, private restrooms. For menstruating women, facilities must be sanitised, well-stocked, and functional to support health and dignity.  Additionally, flexible working hours and adequate maternity leave are crucial. Providing dedicated spaces for nursing reflects a commitment to valuing and retaining talented employees. These measures go beyond mere compliance, fostering a supportive environment that enhances morale and demonstrates respect for women’s needs in the workplace. Takeaways Ensuring women’s safety in the workplace is not just about adhering to legal requirements; it is about creating an environment where every employee feels valued, respected, and secure. In Bangladesh, where cultural dynamics often influence workplace behaviour, these measures are especially critical. By implementing these strategies, organisations can make significant strides toward fostering a safer and more inclusive workplace for women. Read more: Workplace stress affecting women in Bangladesh needs attention

The sprouting teen gangs have emerged as a major concern in the capital and other cities and towns of the country, and Feni town is no exception. These misguided teens involved in theft, hijacking, drug abuse, stalking, sexual harassment, and murder, allegedly with the backing of local political leaders and public representatives, are now a new threat to society. Locals allege that local political leaders patronize the teens to establish dominance, grab properties, and threaten opposition political activists. 2 killed in road crash in Gaibandha  ‘Koshai’, ‘Himil’, ‘Shano’, ‘JK’, 'Pintu', and ‘Chakma Javed’ are among the 10 gangs of the district infamous for their crimes that have been extended even to the unions from the district town. Talking to UNB, some guardians expressed their worries over the dreadful offenses committed by the teen gangs and the future of their children, as the deteriorating social environment due to the gang activities has made it difficult for them to keep their children aloof from their influence. On Thursday, police arrested three ‘SDK’ group members, including their leader, for their involvement in various crimes, including the trade and buse of drugs, snatching, extortion, stalking, threatening people for extortion, showing arms, and clashing with rival groups. Preferring anonymity, a SDK group member said,” If the ‘leaders’ need them, they inform the ‘big brother’ who completes the operations involving teen gang members, and they get money in exchange.” A police official who preferred not to be named said if the teen gang members are arrested, they get phone calls from ‘big brothers’ or ‘leaders’ seeking their release. School teacher beaten and harassed by police in Natore

Students of Bangladesh Agricultural University (BAU) have placed a 6-point demand protesting the sexual harassment and molestation of a fellow student. The third-year students of the Faculty of Animal Husbandry brought out a procession from their faculty that ended at the administration building. At that time, they also marched surrounding the administrative building and boycotted the class and examination. BAU research team develops several high-yielding varieties of carrots They said that on February 10, the victim student was going to take a practical class at Shahjalal Animal Nutrition Field Laboratory of the university. While passing through the road adjacent to the residential area of the Bangladesh Institute of Nuclear Agriculture (BINA)  a 20-25-year-old autorickshaw driver touched her body from behind and tried to lift her into the vehicle. “When the victim screamed, the man fled with the CNG,” they added. Plants fair at BAU draws enthusiastic response Their demands are:  1. The CNG driver should be identified and brought to justice immediately.  2. The movement of outsiders should be controlled.  3. Every place in the university should be covered by CCTV and adequate lighting should be ensured at every corner of the campus. 4. Specific uniforms for Rickshaws and auto drivers’ with registration numbers should be ensured. 5. Ensure proper accountability of the security unit.  6. The number of security personnel should be increased. Let's Talk on 'Smart Agriculture and Innovation' held at BAU Proctor Professor Dr. Md. Azharul Islam said the number of the vehicle was collected through CCTV footage. The matter has been informed to all concerned security departments. A general diary (GD) was lodged at Kotwali Model Police Station in this regard, said Prof. Dr Mohammad Rafiqul Islam, director of the University Security Council. “Efforts are on to trace the accused CNG driver,” he added.

Chattogram City Corporation (CCC) authorities on Tuesday suspended headmaster of Kapasgola City Corporation Girls High School Md Alauddin following protest against him for ‘sexually harassing’ female students. An office order of the City Corporation signed by its secretary Khaled Mahmud, said Alauddin has been suspended as allegations brought against him have been proved primarily. Read more: Headmaster withdrawn over sexually assaulting female students Earlier on Sunday, the accused headmaster was transferred to South Patenga City Corporation High School in the city. Two probe bodies have also been formed to look into the matter, read the order. On Sunday (January 1), the accused head teacher was confined to a room by agitated students. The  students staged protests demanding his removal. Read more: Number of complaints over sexual harassment at workplaces very poor: Speakers Parents of the students also participated in the protest. Many were also seen holding placards with various demands.

BRAC, as part of its safeguarding policy,  is committed to protecting the rights of its employees and programme partners against abuse, sexual harassment, intimidation and violence, bullying, humiliation and discrimination, neglect and exploitation. This was discussed at a meeting ‘Safeguarding related awareness campaign’ at a hotel in Cox’s Bazar district town on Tuesday, said a press release.  The organisation has so far imparted training to more than 48,000 employees on safeguarding with the aim of raising awareness and share information and knowledge among the field level management staff of different BRAC programmes.  Read more: Brac to empower women at the grassroots The Humanitarian Crisis Management Programme (HCMP) of BRAC organized the discussion along with staging popular theatre to create awareness on safeguarding (protection of women). Khondoker Ariful Islam, Director of HCMP of BRAC, gave welcome address while Tahmina Yesmin, Safeguarding Lead of BRAC Head Office, highlighted the event’s objectives.   Shahana Hayat, Operations and Admin Head of HCMP, Tilon Andrews, Manager of Safeguarding Unit of BRAC Head Office, Ayesha Akter Monni, Manager of Safeguarding Unit under Human Resources Division of HCMP, among others, spoke on the occasion.    SM Zahidul Islam, Assistant General Manager of Human Resources Division of BRAC HCMP, conducted the discussion.   Khondoker Ariful Islam, in his speech said, "safeguarding is not a matter of BRAC, rather it is a global issue now. Hence we should give maximum importance to it." He called on all employees of BRAC to practice it in workplace. Regarding the objective of the programme, Tahmina Yesmin said, "the divisional level awareness raising event is aimed at creating an allout culture of safeguarding."  Read more: Meta partners with BRAC to empower Bangladeshi women, youth online Over 100 employees including regional managers, area managers, branch managers, and divisional managers of different BRAC programmes  from Teknaf and Ukhiya upazilas attended the programme.   BRAC held eight similar programmes at eight divisions of the country in the last one year till date.  

More than one in five people employed – almost 23 per cent – have experienced violence and harassment at work, whether physical, psychological or sexual, according to a new analysis by the International Labour Organization (ILO), Lloyd's Register Foundation (LRF) and Gallup. "The Experiences of Violence and Harassment at Work: A global first survey" assesses the extent of the problem and looks at the factors that may prevent people from talking about what they have gone through, including shame, guilt or a lack of trust in institutions, or because such unacceptable behaviours are seen as "normal." "Violence and harassment at work is difficult to measure. The report found that only half of victims worldwide had disclosed their experiences to another person, and often only after they had suffered repeated incidents," the ILO said. "The most common reasons given for non-disclosure were waste of time and fear for their reputation. Women were more likely to share their experiences than men (60.7 percent compared to 50.1 percent)." Globally, 17.9 percent of employed men and women said they had experienced psychological violence and harassment in their working life, and 8.5 percent had faced physical violence and harassment, with more men than women experiencing this. Of respondents, 6.3 percent reported facing sexual violence and harassment, with women being particularly exposed, the ILO said. Young people, migrant workers, and salaried women and men have been the most exposed to violence, according to the UN labour agency. Young women were twice as likely as young men to have faced sexual violence and harassment, while migrant women were almost twice as likely as non-migrants to report sexual violence and harassment. More than three out of five victims said they had experienced violence and harassment multiple times, and for the majority, the most recent incident took place within the past five years. Read more: Sexual harassment, misconduct went on unchecked at Al Jazeera, staff allege: BBC investigation "It's painful to learn that people face violence and harassment not just once but multiple times in their working lives," Manuela Tomei, ILO assistant director-general for governance, rights and dialogue, said. "Psychological violence and harassment is the most prevalent across countries, and women are particularly exposed to sexual violence and harassment. The report tells us about the enormity of the task ahead to end violence and harassment in the world of work. I hope it will expedite action on the ground and towards the ratification and implementation of ILO Convention 190." The ILO's Violence and Harassment Convention, 2019 (or 190) and Recommendation (No. 206) are the first international labour standards to provide a common framework to prevent, remedy and eliminate violence and harassment in the world of work, including gender-based violence and harassment. The Convention includes the specific recognition, for the first time in international law, of the right of everyone to a world of work, free from violence and harassment, and outlines the obligations of signatories towards this end. Read more: 63.51% women in Bangladesh face online harassment: Study  

A Rangamati court on Thursday sentenced a music teacher to eight years imprisonment for sexually harassing a female student for two years. Rangamati Women and Children Tribunal Judge AEM Ismail Hossain also handed the teacher a Tk5 lakh fine, Md Saiful Islam, the public prosecutor of the court, said. The court asked the district's deputy commissioner to give the fine to the student after taking it from the convict, he added. Read: 3 get life imprisonment for ‘gang rape’ of 2 girls in city According to the case statement, Ranajit sexually harassed his 18-year-old student at least three times from April 2020 to March 2022 while teaching her at her home. Later, the girl's father filed a case accusing the teacher under the Women and Children Repression Prevention Act 2000 at the local police station.

Veteran television journalist Kamahl Santamaria quit after only 32 days on the job at TVNZ, the biggest broadcaster in New Zealand. As claims of his improper behaviour in the newsroom surfaced, surprise turned to shock. Soon, Santamaria’s former coworkers at Al Jazeera, where he spent 16 years working, started to speak out. A BBC investigation has uncovered many claims of sexual harassment against Santamaria in Al Jazeera’s Doha newsroom, focusing on interviews with several current and former employees as well as documented proof of improper texts and staff complaints. According to some, Santamaria was not the only one. Additionally, they claimed that Al Jazeera promotes a negative workplace environment where complaints of racism, sexism, sexual harassment, and bullying are frequently ignored. Those who talked with the BBC requested anonymity out of concern for how it may impact their jobs. Read:84% of women facing sexual harassment The BBC received no direct response from Santamaria. However, he made an admission in a public statement, claiming that some of the charges were “true, some missing crucial context, some outright lies and a rewriting of history”. He acknowledged and apologised for “behaviour that may have made anyone feel uncomfortable” in response to the allegations made by the BBC. He also acknowledged that what he had previously believed to be “flirtatious, overly friendly, just a bit of banter”, or simply within the bounds of acceptable in the prevailing newsroom culture was, in fact, “not”. The BBC forwarded a thorough list of the 22 complaints to Al Jazeera, but the news organisation chose not to address any of them specifically, saying that it “considers its staff across the world the backbone and foundation of the company – their safety and wellbeing are of utmost importance”. “As an international organisation with over 95 nationalities, we continually strive to build a healthy and constructive work environment for all,” it added. Read: Most sexual harassment through technology perpetrated by close ones Employees in Qatar, a small, oil-rich Gulf nation criticised for its record on human rights and gender equality, also told the BBC that it is difficult to address issues there. Many drew comparisons between Santamaria’s graceful goodbye message after working at Al Jazeera for 16 years and his hasty departure from TVNZ, which was reportedly prompted by a barrage of claims. Santamaria was employed by Al Jazeera in 2005 as a presenter on the English language channel in Doha after beginning his career as a TV reporter in New Zealand. He advanced fast through the ranks, anchoring significant international issues including the 2020 US presidential election and flagship shows. Read BBC pays damages to former royal nanny over false claims He was described as an “excellent broadcaster”, affable, and conversational by those who knew him. Former colleague, Tory (not her real name) claims Santamaria began giving her unwanted attention, when she was still a rookie producer. She claims that he would message her on Twitter, offering to “cuddle” and questioning why she had not invited him on her vacation. The BBC has proof of inappropriate emails and texts Santamaria sent to coworkers on internal Al Jazeera email, Whatsapp, and Twitter. The touching in the workplace followed, according to Tory. The worst was the kiss on the cheek, and more than once she had to use the restroom to clean Santamaria’s “spit off my face”. Tory claims she spoke about Santamaria's behaviour with at least one other coworker and a mid-level boss; both have told the BBC that these talks did indeed take place. Santamaria’s actions allegedly attracted witnesses on multiple occasions, according to a number of current and former coworkers. Read Hasina voice of the vulnerable: BBC A current male employee at Al Jazeera claimed Santamaria gave him an impromptu kiss on the mouth while they were in the newsroom. It was supposedly observed by a news editor who is now a senior executive at the station. Fiona, who worked as a freelancer for Al Jazeera for four years, claimed that Santamaria made inappropriate comments, tried to hug her in the newsroom, and sent her inappropriate texts. She referred to this behaviour as “textbook grooming”. Although she claims she did not file a formal complaint, she did tell a mid-level management about her experience, and the manager responded, “Oh, he’s not still doing that, is he?” She claims she was asked if she wanted to speak with HR, but she declined because she was on a temporary contract. Then, according to her, she was told to disregard Santamaria. Read Slain Al Jazeera journalist to be laid to rest in Jerusalem After that, she continues, he stopped talking to her, but she made new hires aware of him. Fiona and others are questioning why, in contrast to TVNZ, which independently evaluated Santamaria’s appointment as soon as allegations surfaced, their complaints against Santamaria did not result in an investigation. At Al Jazeera, where the BBC has learned that the accusations extend beyond Santamaria and the newsroom, a reckoning now seems to be underway. At least two other men at Al Jazeera, besides Santamaria, harassed her, according to a former producer and correspondent. She claims that one of them was her line boss and the other was a manager who would invite her over to his house when his wife was not there. Read Bangladesh media condemn Al Jazeera journalist Shireen’s killing She admitted that she was terrified that if she refused his approaches too forcefully, he might ruin her career. A mid-level manager has also been accused of harassment by a number of women and men in another department at Al Jazeera. He has said the most offensive things, including talking about “sex during Ramadan” and asking hijabis what colour their hair is. He has also asked male colleagues when they are getting a second wife and if they have lost their virginity yet. They claimed that at least one of their colleagues had left as a result. Another employee who worked there corroborated to the BBC that he had seen this individual harassing others. Read Al Jazeera report on Bhasan Char false; part of it has vindictive approach: FM Members of his department report that this man has now left Al Jazeera, months after charges against him first arose. Liam, an employee in Doha, claims that a number of staff members have been subjected to harassment and bullying for “years and years and years”. Because their work is intertwined with every area of their life in Qatar, everyone the BBC spoke to expressed a dread of speaking out. According to Marti Flacks, a senior scholar at the Centre for Strategic and International Studies, workers in Qatar struggle to leave abusive professions since the recruiting system connects the work visa, children’s schooling, housing, and other perks to a certain company. Read Palestinians: Israel deliberately killed Al Jazeera reporter The fact that individuals have “challenges accessing effective remedy, such as compensation,” Flacks continued, is another reason why people are hesitant to report abusive and inappropriate behaviour. Even though Al Jazeera claims to be independent, the Emir of Qatar finances it, and its journalists do not cover every facet of the government. Local regulations also impose restrictions on free speech. In response to a BBC request for comment, Al Jazeera stated: “Our anti-harassment policies are clear, comprehensive, and available to all employees. As is evident in several recent cases, every formal complaint by our staff is taken extremely seriously with the appropriate remedial action taken after thorough investigation of the claims being made.” Read Capitalism culprit for U.S. gun violence: Al Jazeera In 2022, victims complain that policies are not being followed, there is a “culture of forgiving behaviour”, and “people considered to be above the law” are protected. This is especially frustrating in a global newsroom like Al Jazeera, and especially in the wake of the #MeToo movement, which the network extensively covered.  All victims’ names have been changed upon request to protect their identity.

The local administration has identified two youths involved in a sexual assault on a female student at Chittagong University. However, three others involved in the incident have not yet been identified, said Shahidul Islam, assistant proctor of the university. He said that the university administration and the police are jointly investigating the matter. He, however, said the names of those identified will not be disclosed at this moment for the sake of investigation. The proctor said this while briefing journalists on the campus on Friday. Officer-in-Charge (OC) of Hathazari police station Ruhul Amin Sabuj said that investigation is going on in the case of sexual harassment of a CU student. The names of those culprits cannot be revealed because the matter is under investigation, he added. Read: CU students protest harassment of female peer Earlier on Sunday, a female student was physically assaulted by five youths while she was going to the Botanical Garden from Pritilata Hall of the campus with her friend around 10pm. The goons also captured the incident on video and threatened to make it viral. Later, they fled with the mobile phones and wallets of the two students. A five-member body has already been formed to investigate the assault. Meanwhile, hundreds of students staged a protest on the campus on Wednesday night, demanding justice for the female student who was allegedly harassed.

A Jahangirnagar University teacher who was also teaching part-time at North South University has been dismissed from the latter, on charges of sexually harassing a female student.  In fact the dismissed teacher, Assistant Professor Atiqur Rahman (Department of Statistics, Jahangirnagar University) ended up getting a beating from the students enraged by his conduct, for which he was forced to apologise.  Pictures and videos of the beating and the teacher's apology spread through social media on Monday (April 11th). There, some students are also seen abusing Atiqur. Describing the incident, students of NSU said that the victim had gone to Atiqur's NSU office to understand a statistical problem, Atiqur suggested she should visit him at Jahangirnagar University to learn. When the student avoided the subject, Atiqur started harassing her in various ways, e.g. calling her late at night. Even if the student tried to avoid the topic of taking tuition from him, Atiqur would keep pressuring her in various ways.  He even tried to tempt her with an offer to buy her an iPhone. Later, the student shared the developments with her university friends, and on their advice, asked Atiqur to visit a coffee shop in Bashundhara residential area with her today. When Atiqur got there, he sensed the presence of other students and tried to run away, but he was chased down and caught.  At that point he offered to settle the matter for Tk 1 lakh. But it didn't work and instead he received a mob-beating,before students took him to the proctor's office. He was fired from NSU there and then. READ: HC seeks govt report on preventing sexual harassment in the workplace Back at JU, Atiqur Rahman adamantly denied all the allegations of wrongdoing against him. He said the student had wanted to understand a subject-related problem outside the class. He never harassed her in any form. Today, he had gone to the coffee shop at her request and got beaten up. The teacher also denied calling the student in the middle of the night, or tempting her with iPhone. Asked to explain the offer of Taka 1 lakh to the students if he did nothing wrong, he said it was more to save himself from their beating at that point. Asked why the students would do this to him without any reason, Atiqur said, "The student was upset with me for some reason, or may have done so to get revenge." Revenge for what? He couldn't say. Yet he feels 'cheated' and is going to pursue the legal route, most likely on grounds of defamation.  Neither the victim nor her friends or either university has yet commented on the matter.