MBABANE – A collaborative initiative between Business Eswatini (BE) and the International Labour Organisation (ILO) aims to transform workplace cultures by directly tackling violence and harassment issues head-on. In a first-of-its-kind program for the country, the newly launched training sessions—branded under the theme Prevention and Management of Violence and Harassment in the Workplace—promise to reshape not only how employers handle conflict but also how employees feel about their safety and well-being on the job.

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Empowering Businesses and Their Workforce

At the core of this partnership is a commitment to empowering both management and employees with practical tools to deal with harassment and violence. The sessions focus on:

• Recognizing early warning signs of misconduct, ensuring swift intervention.
• Educating participants on employees’ rights, particularly regarding personal safety and dignity.
• Developing robust reporting channels that safeguard workers from retaliation and encourage transparent resolution of disputes.

“It’s not just about reacting to incidents that have already occurred,” said a spokesperson from Business Eswatini. “We want to create an environment where every stakeholder—from the boardroom to the break room—clearly understands their responsibilities in preventing harmful behaviors in the first place.”

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From Policy to Practice

Underpinning the training sessions is a shift from policy on paper to tangible workplace practices. Human resources (HR) professionals, team leaders, and decision-makers are being equipped with the knowledge and skills to:

1. Identify Underlying Causes
   By looking beyond overt episodes of harassment to systemic factors—like power imbalances and cultural norms—participants learn how to address the root triggers that can foster a toxic work environment.
2. Implement Clear Guidelines
   Employees often remain silent out of fear or uncertainty about official procedures. This training lays out transparent steps for reporting, investigating, and resolving any reported incidents.
3. Establish Shared Accountability
   Rather than assigning blame, the sessions emphasize building a culture of mutual respect. Leaders discover strategies for promoting accountability at all levels, from top management down to entry-level staff.

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Challenges and Opportunities

Although participants and organizers share enthusiasm for the potential impact, some obstacles remain. Smaller businesses in particular may struggle with resource constraints, making consistent training and policy enforcement more difficult. Yet, this initiative demonstrates that change is possible when sectors unite around a common goal.

“It’s not merely about ticking boxes,” says an ILO representative. “We see this as part of a long-term engagement to ensure the knowledge gained here leads to meaningful, ongoing improvements in workplace dynamics.”

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A Broader Cultural Shift

Beyond reducing instances of harassment and violence, experts believe the benefits of these training sessions can ripple outward to elevate broader organizational culture. When employees feel safe and respected, they’re more likely to be engaged, productive, and innovative.

“It’s a win-win for everyone,” notes one HR manager who attended the initial workshop. “When staff trust their leadership to take issues seriously, morale goes up, and that in turn drives better performance.”

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The Road Ahead

As this pilot program unfolds, Business Eswatini and the ILO plan to expand the effort, reaching more businesses, schools, and other institutions across Eswatini. With additional training sessions in the pipeline, organizers aspire to foster a nationwide culture of respect and dignity in professional settings.

By tackling workplace violence and harassment in a proactive, unified manner, Eswatini’s leaders have signaled that employee well-being is no longer a side issue—it’s central to the nation’s economic success and social cohesion.