IHS Nigeria Tackles Workplace Gender-Based Violence: More Than Just a Walk?

IHS Nigeria’s recent initiatives to combat gender-based violence (GBV) in the workplace – a Lagos awareness walk and an expert-led seminar – definitely grab attention. The company’s stated zero-tolerance stance on harassment, abuse, and discrimination is commendable, especially in a region where such issues can be pervasive. But, as someone who’s seen these types of corporate social responsibility (CSR) efforts come and go, I’m always keen to look beyond the surface.

The awareness walk, with employees carrying placards, sends a visual message. Actions like this can be powerful, signaling a company’s values to employees and the public. Still, the real impact hinges on what happens after the walk. Does it translate into tangible changes in workplace culture? That’s the crucial question.

Bukola Konkwo’s call for “intentional action” during the seminar strikes a chord. A safe and respectful environment doesn’t just happen; it requires conscious, sustained effort. You’ve got to build it.

The seminar’s focus on education and vigilance, as highlighted by Titilola Vivour-Adeniyi, makes complete sense. She said GBV is not selective and that anybody can be a victim. Awareness is the first line of defense. Vivour-Adeniyi’s emphasis on consent education, confidential reporting structures, and rigorous background checks gets to the heart of prevention. It’s good to see that IHS Nigeria has a Safe Zone Committee, though its effectiveness likely depends on employee trust and confidentiality. That trust must exist and be nurtured to be effective.

Nwanne Okafor’s perspective on the role of colleagues is equally critical. Sometimes the best intervention isn’t “fixing” the situation but offering support, empathy, and discretion. I’ve witnessed firsthand how silence can perpetuate abuse, so encouraging employees to speak up is vital. Yet, there’s a risk of unintended consequences. Whistleblower protection and clear reporting protocols are non-negotiable to prevent further harm or retaliation.

IHS Nigeria’s commitment to strengthening internal policies, training programs, and reporting channels is a step in the right direction. However, let’s be frank: simply having policies on paper isn’t enough. I’ve seen many organisations with seemingly robust policies where, in practice, they’re either ignored or poorly enforced.

What are the consequences for perpetrators? How swiftly and fairly are complaints investigated? Are managers properly trained to handle sensitive situations? These are the practical details that determine whether a zero-tolerance policy is just words or a true commitment.

It’s worth noting the company’s focus on both prevention and response. Creating a culture of respect and accountability takes time and resources.

Here’s what I’m watching for: sustained commitment, measurable outcomes, and a willingness to adapt and improve. Are they tracking the number of reported incidents? Are they measuring employee perceptions of safety and respect? Are they regularly evaluating the effectiveness of their training programs? These metrics will offer a clearer picture of whether IHS Nigeria’s efforts are truly making a difference.

There’s an opportunity here to move beyond box-ticking CSR. Addressing GBV isn’t just about compliance; it’s about fostering a more productive, engaged, and resilient workforce. When employees feel safe and respected, they’re more likely to thrive.

Ultimately, the success of IHS Nigeria’s initiative will depend on its ability to translate awareness into action, policy into practice, and words into meaningful change. The awareness walk and seminar are a start, but the real work is only just beginning. They should be prepared to continually reinforce GBV awareness to improve their environment and culture.

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Keywords: IHS Nigeria, gender-based violence, workplace GBV, zero tolerance, workplace harassment, safe workplace, whistleblower protection, consent education