Sex for jobs
The UN special adviser on Africa says the outcome of an AU investigation should serve as a wake-up call for many organisations, both continentally and globally.
Former African Union (AU) commissioner Bience Gawanas says the unfolding sex-for-jobs scandal at the continental body should serve as a wake-up call to many other organisations.
Gawanas, who is the current United Nations (UN) special adviser on Africa, also revealed that the UN is facing similar challenges.
She was reacting to recent bombshell revelations that an AU high-level committee investigation had confirmed the prevalence of sexual harassment perpetuated by supervisors, who demand sex from short-term contract staff, as well as interns and youth volunteers, in exchange for permanent jobs.
The investigation found that the situation has been exaggerated by the absence of a sexual harassment policy.
This was confirmed in a statement tweeted by AU Commission chairman Moussa Faki Mahamat this past weekend.
Gawanas said this week that the AU was one of the first international organisations that agreed to gender parity. She added when she served as an AU commissioner, they adopted a gender policy.
She added that the outcome of the investigation should serve as a wake-up call for many organisations, both continentally and globally.
“I think we might take a lot of things for granted. One hopes that apart from the fact that we have got a disciplinary code that we would definitely look at issues of sexual harassment. As we know it is always a very difficult issue for any organisation to be faced with,” Gawanas said.
She said the AU was not the only organisation facing such challenges.
“At the UN we are also undergoing similar challenges, but at least with the current secretary-general, who has been very clear about gender parity and also about sexual harassment, they have started a whole campaign now at the UN on sexual harassment.”
International relations minister Netumbo Nandi-Ndaitwah said the AU sexual harassment investigation was part of a reform process.
“That investigation was done so that we can find out what are the gaps in the AU. Sexual harassment was found as a gap and is something that cannot be accepted at any time,” she said.
According to the AU statement, it appointed a committee on 24 May to fully investigate all alleged institutional malpractices, following allegations of the harassment of women made in an anonymous letter.
The statement said from the evidence presented to the committee, both male and female superiors were reportedly harassing and bullying their subordinates.
“Given the above findings and serious allegations, the commission resolves to reinforce its zero-tolerance policy with the establishment of a comprehensive sexual harassment policy that protects the victims and takes the strongest punitive measures against any perpetrator,” the statement said.
It also said that short-term staff, youth volunteers and interns are the most vulnerable to this form of harassment.
“It would appear that the vulnerability of this category of staff is exploited on account of their insecurity of tenure. Senior departmental staff, who position themselves as 'gatekeepers' and 'kingmakers' and are well positioned to make believable promises to young women that they will be offered contracts, are the identified perpetuators of this vice.
“Interviewees claim that these cases are not reported as this would be counterproductive to the victim, because there is no sexual harassment policy in the commission, and therefore no dedicated, effective redress and protection mechanism available to victims or whistleblowers. According to interviewees, the young women are exploited for sex in exchange for jobs,” the statement said.
Other major findings by the committee included malpractices in human resources, harassment, bullying and intimidation, governance challenges, gender discrimination, fraud and corruption and impunity.
On corrupt and fraudulent practices, the statement pointed out that allegations included alleged cases of nepotism and conflicts of interest, the preferential selection of a service provider, payment for services not rendered and collusion to overcharge for goods and services.
The statement also mentions allegations of abuse of authority, administrative unresponsiveness and partiality, deficiencies in working methods, unhealthy working relationships in some AU organs and representational offices, and cases of impunity.
Following the investigation, the committee recommended that a human resource policy be developed by the commission with time-bound implementation, and that the AU organisational structure be reviewed.
It also recommended the provision of guarantees to short-term contract holders to avoid abuse. Steps should be taken to fill positions provided for in the budget, and short-term contracts should be limited to what is necessary; keeping in mind the need to ensure the effective functioning and delivery of the commission's mandate.
The committee also recommend that gender, skills and lifestyle audits be carried out.
The statement pointed out that Mahamat intends to take steps, including the appointment of an internal committee, to look into all the recommendations pertaining to the 44 cases considered by the committee.
He also intends to take immediate action on urgent issues, such as acting appointments and other relevant policy issues within the mandate of the commission, and implement the recommendations pertaining to structural arrangements and new policies.
JEMIMA BEUKES
Gawanas, who is the current United Nations (UN) special adviser on Africa, also revealed that the UN is facing similar challenges.
She was reacting to recent bombshell revelations that an AU high-level committee investigation had confirmed the prevalence of sexual harassment perpetuated by supervisors, who demand sex from short-term contract staff, as well as interns and youth volunteers, in exchange for permanent jobs.
The investigation found that the situation has been exaggerated by the absence of a sexual harassment policy.
This was confirmed in a statement tweeted by AU Commission chairman Moussa Faki Mahamat this past weekend.
Gawanas said this week that the AU was one of the first international organisations that agreed to gender parity. She added when she served as an AU commissioner, they adopted a gender policy.
She added that the outcome of the investigation should serve as a wake-up call for many organisations, both continentally and globally.
“I think we might take a lot of things for granted. One hopes that apart from the fact that we have got a disciplinary code that we would definitely look at issues of sexual harassment. As we know it is always a very difficult issue for any organisation to be faced with,” Gawanas said.
She said the AU was not the only organisation facing such challenges.
“At the UN we are also undergoing similar challenges, but at least with the current secretary-general, who has been very clear about gender parity and also about sexual harassment, they have started a whole campaign now at the UN on sexual harassment.”
International relations minister Netumbo Nandi-Ndaitwah said the AU sexual harassment investigation was part of a reform process.
“That investigation was done so that we can find out what are the gaps in the AU. Sexual harassment was found as a gap and is something that cannot be accepted at any time,” she said.
According to the AU statement, it appointed a committee on 24 May to fully investigate all alleged institutional malpractices, following allegations of the harassment of women made in an anonymous letter.
The statement said from the evidence presented to the committee, both male and female superiors were reportedly harassing and bullying their subordinates.
“Given the above findings and serious allegations, the commission resolves to reinforce its zero-tolerance policy with the establishment of a comprehensive sexual harassment policy that protects the victims and takes the strongest punitive measures against any perpetrator,” the statement said.
It also said that short-term staff, youth volunteers and interns are the most vulnerable to this form of harassment.
“It would appear that the vulnerability of this category of staff is exploited on account of their insecurity of tenure. Senior departmental staff, who position themselves as 'gatekeepers' and 'kingmakers' and are well positioned to make believable promises to young women that they will be offered contracts, are the identified perpetuators of this vice.
“Interviewees claim that these cases are not reported as this would be counterproductive to the victim, because there is no sexual harassment policy in the commission, and therefore no dedicated, effective redress and protection mechanism available to victims or whistleblowers. According to interviewees, the young women are exploited for sex in exchange for jobs,” the statement said.
Other major findings by the committee included malpractices in human resources, harassment, bullying and intimidation, governance challenges, gender discrimination, fraud and corruption and impunity.
On corrupt and fraudulent practices, the statement pointed out that allegations included alleged cases of nepotism and conflicts of interest, the preferential selection of a service provider, payment for services not rendered and collusion to overcharge for goods and services.
The statement also mentions allegations of abuse of authority, administrative unresponsiveness and partiality, deficiencies in working methods, unhealthy working relationships in some AU organs and representational offices, and cases of impunity.
Following the investigation, the committee recommended that a human resource policy be developed by the commission with time-bound implementation, and that the AU organisational structure be reviewed.
It also recommended the provision of guarantees to short-term contract holders to avoid abuse. Steps should be taken to fill positions provided for in the budget, and short-term contracts should be limited to what is necessary; keeping in mind the need to ensure the effective functioning and delivery of the commission's mandate.
The committee also recommend that gender, skills and lifestyle audits be carried out.
The statement pointed out that Mahamat intends to take steps, including the appointment of an internal committee, to look into all the recommendations pertaining to the 44 cases considered by the committee.
He also intends to take immediate action on urgent issues, such as acting appointments and other relevant policy issues within the mandate of the commission, and implement the recommendations pertaining to structural arrangements and new policies.
JEMIMA BEUKES
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