16 days of activism against gender-based violence: A global movement for change

Every year, from November 25 to December 10, the world observes the 16 Days of Activism Against Gender-Based Violence, a campaign that aims to raise awareness and mobilize action to end all forms of violence against women and girls. 

These dates were carefully selected to coincide with significant global milestones: November 25th marks the International Day for the Elimination of Violence Against Women, and December 10th is the Human Rights Day when, in 1948, the Universal Declaration on Human Rights was adopted. 

In 2008, the United Nations Secretary-General launched the campaign UNITE by 2030 to End Violence against Women, which runs parallel to the 16 Days of Activism. The goal is to create a global platform that highlights the need for gender equality and for the elimination of violence against women in all its forms, both at home and in the workplace. It serves as a powerful reminder that violence against women is not just a private issue, but a widespread social challenge that demands systemic change.

The Theme of 2024: Time to Act Now

This year, UNITE campaign draws attention to the alarming escalation of violence against women under the theme, “Every 11 Minutes, one woman is killed and “UNITE to End Violence against Women.” 

The efforts to combat violence against women is an ongoing struggle for the rights and dignity of every woman and man. Research and data continue to show the alarming prevalence of violence, with one in three women worldwide experiencing physical or sexual violence, most often by an intimate partner. These numbers tell us about lives and realities of women whose potentials are stifled by violence and discrimination. 

ILO Convention 190: A key tool for the effective struggle against Workplace Violence and Harassment 

In this context, the International Labour Organization (ILO) plays a critical role in setting global standards to prevent violence and harassment, including gender-based violence. The ILO’s Convention No. 190 (C.190), adopted in 2019, is the first of its kind to set global standards to eliminate violence and harassment in the world of work and is a key element in the global effort against these issues. 

C190 along with its accompanying Recommendation No. 206 provide countries with a comprehensive framework for implementing policies that address all forms of workplace violence and offer guidelines for workers, employers, and governments to build safe and decent work environments. 

The Convention calls for the implementation of inclusive, holistic, and gender-sensitive measures to address these issues, taking into account the underlying causes and risk factors such as gender stereotypes, different forms of discrimination, and unequal gender-based power relations.

Tackling Violence and Harassment in Türkiye

In recent years, the ILO Office for Türkiye, in cooperation with all its stakeholders, has been carrying out comprehensive efforts to eliminate violence and harassment in the world of work.  In this context, it has been conducting research, training, information and awareness raising works, developing data-based policy recommendations and advocacy for the ratification of ILO Convention No. 190 on violence and harassment and the implementation of the principles and standards set out in the Convention.

In this process, the ILO Office for Türkiye reached approximately 10,000 people working in different sectors ranging from textiles to the metal sector through training activities and contributed to the creation of a culture of zero tolerance to violence in working life.

As a result of these efforts, KARSAN OTOMOTİV, one of Türkiye's leading automotive companies, has developed workplace policy documents in line with ILO C190, representing a first on a global scale. In addition, many companies in the supply chain of BOYNER, ISUZU and INDITEX are taking this pioneering step further with their “Zero Tolerance to Violence Policies”. 

On the other hand, as a result of the ILO Office for Türkiye's extensive training, research and awareness raising activities for the social partners; trade unions and confederations have declared zero tolerance policies for violence in their own organizations and their workplaces and have taken very important steps to implement these commitments through collective bargaining agreements. Some municipalities and civil society organizations have also committed to developing their own policies in line with C190.  

All these efforts to develop a culture of “Zero Tolerance to Violence” with the participation and contributions of all stakeholders of the ILO Office in Türkiye have also created a strong public opinion on the need to combat violence and harassment in the workplace.

ILO Türkiye Office’s Research: A Wake-up Call for Action

The ILO Tükiye Office has also conducted the Research on Perceptions and Experiences of Workplace Violence and Harassment with Özyeğin University, which focused on the prevalence of workplace violence, harassment, and discrimination, with a particular focus on gender-based violence in 2024. 

Serving as a useful guide for the development of policies and programs, the findings are alarming. According to the research, workplace violence and harassment are widespread issues affecting both men and women across various sectors, and they often go unreported, either due to fear of retaliation or because of inadequate support systems in place.

The study also revealed that, notably, there is a significant gap between perceived and actual violence across all forms, indicating a general lack of awareness regarding workplace violence. Psychological violence, for instance, disproportionately affects women in managerial roles compared to their male counterparts and women in non-managerial positions, whereas sexual violence remains particularly prevalent for women, with one in four reporting at least one incident during their working life—double the rate reported by men.

Gender-based discrimination is another critical concern with one in five of those interviewed has reported to have been a target of discrimination. 

These figures highlight the urgent need for systemic reforms to ensure that workplaces are not only productive but also safe spaces for all employees, especially women, urging us to reassess and take decisive action for meaningful change.  

Evidence-Based Policy Recommendations: Building Safe, Gender-Responsive Workplaces 

Türkiye must continue do more to address and mitigate workplace violence and harassment. 

Policymakers are encouraged to ratify ILO Convention No. 190 to establish a robust legal framework to protect workers from violence and harassment in the workplace. This will open the door for assessing and enhancing the effectiveness of the existing violence prevention systems within workplaces.

An urgent policy action is the implementation of gender-responsive workplace practices which integrate gender equality principles into organizational structures, policies, and programs.

Employers play a key role in creating a safe and supportive environment where workers can report incidents of violence or harassment without fear of retaliation, and it is essential to adopt a zero-tolerance policy toward workplace violence, ensuring that preventive measures and intervention programs are put in place. 

Workers organizations play a critical role in preventing workplace violence and discrimination. The ILO study reveals that union membership offers workers a degree of protection against workplace violence, especially concerning sexual violence and discrimination. In addition, trade unions should advocate for the inclusion of anti-violence provisions in collective bargaining agreements, ensuring a formal commitment to safe working conditions. 

Finally, policies aimed at combating workplace violence should be inclusive, addressing the diverse needs of different groups affected by such issues. It is important to develop comprehensive policies that address all forms of workplace violence, rather than focusing on isolated types of abuse. In this regard, coordinated efforts among workers and employers and among their organizations are essential to create a collective response to violence and harassment at work.

A Call for Action

Violence in the workplace is not only a violation of women’s rights, but a barrier to social and economic progress. This issue is not only about legal frameworks or statistical findings, but also about human dignity, and ensuring that people can go to work without fear of violence, harassment, or discrimination.

It is time for all of us—governments, employers, workers, and communities—to come together to create safer, more inclusive workplaces everywhere. The ILO’s campaign this year focuses on investing in the prevention of violence and harassment in the world of work through the ratification of ILO Convention 190. The 16 Days of Activism serve as an opportunity to remind us of the importance of utilizing this Convention, reflecting on the progress we’ve made, and emphasizing the urgent need to do more. Convention 190 is a powerful tool in our hands to drive lasting change!

Yasser Hassan

Director, ILO Office for Türkiye