Swedish ambassador pushes for stronger action on workplace safety for women
"We remain committed to supporting Uganda's efforts to ensure that women and girls can participate fully, safely and equally in society and the economy," Håkansson said, noting that gender equality remains a central pillar of Sweden's Development Cooperation Strategy with Uganda (2025–2029).
Permanent Secretary at the Ministry of Gender, Labour and Social Development, Aggrey David Kibenge, said the dialogue follows a national engagement held earlier this year that identified key actions required to strengthen workplace protection systems. (Credit: Ibrahim Ruhweza)
KAMPALA - The Ambassador of Sweden to Uganda, H.E Maria Håkansson, has called for the removal of structural barriers that continue to prevent women from reaching their full potential, urging the government, the private sector, and development partners to move beyond commitments and take practical action to eliminate gender-based violence and discrimination in the workplace.
Speaking during the Private Sector Leadership Event on Safe, Respectful, and Survivor-Centered Workplaces held at the Swedish Residence in Kampala on Wednesday, Håkansson said creating safe and inclusive workplaces is not only a matter of protecting human rights but also a sound business investment that strengthens productivity, innovation, and economic growth.
The meeting brought together officials from the Ministry of Gender, Labour, and Social Development; the Private Sector Foundation Uganda (PSFU); UN Women; UNFPA; business leaders; financial institutions; and representatives from the media to strengthen partnerships aimed at tackling workplace sexual harassment and gender-based violence.
Sweden, she said, has remained a long-standing partner of Uganda in advancing gender equality through initiatives such as the Joint Programme on Gender-Based Violence and the Spotlight Initiative.
"We remain committed to supporting Uganda's efforts to ensure that women and girls can participate fully, safely and equally in society and the economy," Håkansson said, noting that gender equality remains a central pillar of Sweden's Development Cooperation Strategy with Uganda (2025–2029).
She observed that while women account for nearly half of Uganda's labour force and contribute significantly to the country's economic development, many continue to face persistent barriers, including unemployment, underemployment, workplace harassment, discrimination, unequal pay, and limited representation in leadership positions.
"The discussion today moves us from broad calls for gender equality to practical conversations about the safety, dignity, and well-being of women in the workplace," she said. "We must remove the structural barriers that prevent women from reaching their full potential,” she added.
According to the International Labour Organisation (ILO), more than one in five workers worldwide (22.8%) have experienced violence or harassment during their working lives, with women facing disproportionately higher levels of sexual harassment and psychological abuse.
The ILO also notes that many cases remain unreported due to fear of retaliation, stigma, and weak reporting systems.
In Uganda, the challenge is equally significant. Findings from the National Survey on Violence Against Women in 2020 show that workplace violence remains widespread, with verbal abuse, including insults, bullying, and intimidation, being the most commonly reported form.
The survey also highlights that women continue to experience different forms of violence that undermine their safety, dignity, and economic participation.
Permanent Secretary at the Ministry of Gender, Labour and Social Development, Aggrey David Kibenge, said the dialogue follows a national engagement held earlier this year that identified key actions required to strengthen workplace protection systems.
He thanked the Government of Sweden, UN Women, UNFPA, PSFU, and other partners for supporting Uganda's efforts to address gender-based violence and harmful practices.
Kibenge stressed that while Uganda has enacted several legal and policy frameworks, including the Employment Act, the National Gender Policy, and initiatives promoting women's economic empowerment, the greatest challenge remains effective implementation.
"Creating safe and respectful workplaces is not only a legal obligation but also a business imperative," Kibenge said. "Workplaces that are safe, inclusive, and respectful are more productive, innovative, and sustainable,” he added.
"The private sector must recognise that sexual and gender-based violence is not only a social issue but also a business risk. Where violence and harassment persist, organisations suffer reduced productivity, low staff morale, reputational damage, and financial losses," he said.
The Permanent Secretary also urged stronger collaboration between government, employers, labour inspectors, law enforcement agencies, and development partners to improve enforcement of labour laws and safeguard workers.
During the dialogue, representatives from the private sector shared practical experiences on promoting workplace safety.
Nation Media Group's Head of Digital Media, Angella Nampewo, revealed that an internal survey involving more than 2,800 employees found that 29% had experienced sexual harassment in the workplace.
She said the media company has since strengthened policies and awareness programmes to create safer working environments while ensuring that both women and men are actively involved in preventing workplace harassment.
UNFPA Uganda representative Kristine Blokus observed that Uganda's biggest challenge is not the absence of laws but ensuring they are effectively implemented.
She reaffirmed UNFPA's commitment to continue supporting Uganda's efforts to eliminate gender-based violence and strengthen survivor-centred workplace systems.
She recommended that at least every employee and trainee at the company undergo mandatory training on workplace sexual harassment, gender-based violence, and professional conduct as part of efforts to build a culture of respect and accountability.