16 Days of Activism: SA Boss Babes Demand Action Against Corporate GBV

As South Africa embarks on 16 Days of Activism against Gender-Based Violence (GBV), Social Justice & Human Rights Advocate, Kovini Moodley reflects on 2024 and the prevalence of GBV in South Africa that impact women across various spheres of their lives.

The Change Activist, notes that GBV is still highly prevalent in workspaces and that GBV also includes psychological abuse, especially that of bullying, Harassment, and sexual harassment i.e. conduct that is debilitating for women and reflects the opposite of women empowerment.

Moodley notes as a Risk Management specialist and recent Risk Manager of the year awardee that an organization’s risks are often symptoms of a greater systemic and pervasive problem and if ignored can create irrevocable reputational and brand damage, especially in the context of South Africa, with its past historical constructs and the need for gender equity, pay parity and empowerment.

Moodley, a CA (SA) with extensive corporate experience (17.5 years), emphasizes the urgent need for increased awareness, action, and transformation to protect women in the workplace. 

Moodley highlights the concerning reality:  that GBV remains a pandemic in South Africa, extending its reach into professional environments. This chilling fact is underscored by Ntombomzi Ngada, a labour law specialist and director at Ngada Attorneys. 

Ngada reveals a disturbing trend: “In 2024 alone, we’ve supported numerous top-tier professionals across various industries who have endured bullying, harassment, and even sexual harassment at the hands of male leaders.” What makes the situation frightening is that it is the well-known companies that we all admire and that have all the resources to provide safe environments that are prevailing in this growing “Corporate GBV”. They are always ready to spend money to eliminate and shut down any employee that raises concerns as opposed to dealing with the root causes of this pandemic.”

Ngada further criticizes companies that turn a blind eye to the law at the expense of their main resource, human resources. The work environment is where employees spend a substantial amount of their lives. When this space does not feel safe for employees, it can induce stress and anxiety. 

Under the common law and prevailing Company & Labour legislation, regulations, and the King Codes, employers and directors have ethical and legal obligations to provide for their employees. Disregarding safety (both physical and mental) can result in legal repercussions and damage to a company’s integrity.

Nene Molefi from Mandate Molefi a leading expert firm focusing on diversity, equity, inclusion, and belonging, notes that behaviours around GBV in the workplace i.e. harassment and bullying are often well concealed as the perpetrators are well supported by leadership and go unpunished. If a perpetrator is a good performer (or as some companies term a “money spinner”) then often the recipient of bullying or harassment is in a more precarious situation.

“Gaslighting and verbal attacks often follow after an individual chooses to stand up and advocate for themselves,” expresses Molefi. She also notes that standing up to bullying can have serious retaliative behaviours levied upon employees often resulting in them resigning or being dismissed.

Vongai Marabwa, a dedicated advocate for workplace justice and equality and mentor, adds her voice to the conversation, emphasizing the urgent need for systemic change. “It is disheartening to witness the prevalence of GBV and bullying, particularly in corporate settings. We must challenge the culture of silence and empower victims to speak out without fear of reprisal. By fostering supportive workplace environments and implementing robust anti-harassment policies, we can create a future where everyone feels safe, respected, and valued.”

Sylvia Baloyi, Industrial Psychologist and Transition Coach from Lehlogonolo HR Consulting reiterates, “Workplace bullying and harassment occur because of power imbalances, whereby individuals exploit their authority to intimidate and demean others. Organisations that tolerate aggressive behaviour create an environment conducive to harassment and bullying.” Baloyi adds that such behaviour is perpetuated by inadequate leadership that fails to deal decisively with those who bully and harass others. Organisations must promote psychological and physical safety so that employees feel valued and protected and can contribute meaningfully to the organisation’s success.

Sizakele Mathaba is an industrial relations specialist, MCom candidate in industrial and organisational psychology, and founder of Son to Men Foundation NPC with over 20 years of corporate experience in a variety of capacities, including DEIB Chairperson. Cultural, economic, and drug abuse have shaped her expertise and perspectives on workplace GBV issues.

According Mathaba to cultural nuances, such as masculinity, frequently manifest themselves in the form of bullying individuals who are younger or of the opposing gender. “This behaviour provides the perpetrator control over their victims. economic and social standing demands have a significant impact on the workplace, particularly when women are given greater chances than men,” she added.

Mathaba highlights that the mandate of the Employment Equity Act of 1998 was to promote equal opportunities in the workplace; however, the rise of empowering females has resulted in male counterparts being overlooked for roles, causing frustration both at home and at work as the primary provider can no longer provide or maintain their lifestyle, leading to substance abuse as a coping mechanism. This exacerbates GBV in a dire state.

Breaking the Silence:

Moodley, a champion for women’s empowerment and anti-bullying initiatives, declares that silence is no longer an option.  “In 2024 and beyond, we must stand together and speak out against all forms of GBV,” she urges.  This campaign serves as a powerful call to action, urging individuals and organizations to work together to eradicate GBV and create safer, more equitable workplaces for all.

Carmen Murray, the founder of Conscious Leadhers, notes that sexual harassment and bullying have no place in our society. As citizens, we must take collective responsibility to call out and hold to account those who perpetrate these toxic behaviours. Our leaders must model the values of respect, empathy, and inclusivity, and create safe and supportive environments for all. 

“Together, we can create a culture of zero tolerance for sexual harassment and bullying, and ensure that everyone can live, work, and thrive without fear of abuse or intimidation. Let us unite to challenge and change the systems and behaviours that perpetuate these injustices, Murray adds.

Abuse takes many forms and takes place across all sectors; physical, emotional, mental, and financial, in homes, at school, and work. When seeking assistance and guidance, traumatized callers require psychological first aid.

Mara Glennie founder of Tears Foundation adds “At TEARS Foundation, we believe that the initial contact session with an individual who hears and believes you is crucial to a survivor’s journey to healing. Whilst there are common denominators in abuse cases, our Intervention Specialists are trained to assist each individual with tailored assistance and support to suit their needs.”

Call to action:

As a risk specialist, Moodley explains that we now operate within a digital world and a space where anything and everything can be recorded, shared, and posted within minutes. She notes a need for leaders to exercise caution in their interactions and apply judgment and professionalism as expected to avoid situations that could cause irrevocable embarrassment and significant brand reputational damage.

Moodley adds that through her mentorship efforts and being a part of numerous forums around gender equality and social justice women are soft targets often for men who endorse and sustain the patriarchal constructs that exist. She also notes that bystanders have an important role in standing up and speaking out on breaking the silence and driving support for victims.

“GBV requires 365 days of activism and it requires that the male folk have conversations to support each other, GBV cannot be addressed by women empowerment activities or women supporting each other, the root cause is the violence against women perpetrated by men and that needs to be rooted out,” Moodley expresses.

With the goal of breaking down barriers and fostering transformative change, Moodley looks forward to sharing her personal experiences and real-world examples of GBV in 2025.