Dinayen Emilien Bongdzeem - She/Her - CYGEN Member
Running through the months of September and October, this series will explore various aspects of resilience in the lead-up to the Commonwealth Heads of Government Meeting (CHOGM).
I remember the moment vividly—a seemingly ordinary day at work that took a sharp turn into discomfort and disbelief. Standing by the printer, waiting for my documents, I overheard a colleague's comment that sent a chill down my spine. It was a subtle remark, but its implications were clear and unsettling. In an instant, the familiar surroundings of my workplace felt tainted, and I was plunged into a whirlpool of shock and confusion.
Sexual harassment in the workplace—a term I had read about but never imagined experiencing firsthand. The initial shock was paralysing. Questions raced through my mind. Did that really happen? Did I misunderstand? But deep down, I knew. The unease settled in, accompanied by a heavy weight of vulnerability and a sense of violation that I struggled to contain.
The days that followed were a journey through uncharted waters. Building resilience became my priority, a journey filled with emotional highs and lows. The path wasn't linear—some days, I felt empowered and determined to confront the issue head-on; other days, I wrestled with self-doubt and the desire to bury the incident and move on. But through it all, one thing became clear: I needed support.
Finding a support system was pivotal in my journey toward healing. Friends who listened without judgement, colleagues who offered solidarity, and mentors who provided guidance—all played crucial roles in helping me navigate the emotional aftermath. Their empathy and reassurance reminded me that I wasn't alone and that my feelings were valid.
Self-care became my refuge—a deliberate and necessary act of reclaiming my sense of self. I prioritised activities that nurtured my well-being, whether it was practising yoga to calm my mind, or taking that walk in the street where it was busy & noisy to shout the voices in my head and clear my thoughts or indulging in hobbies that brought me joy. Mindfulness practices, such as meditation and deep breathing exercises, became anchors in moments of anxiety, helping me regain a sense of control over my emotions each time I felt I was losing it.
The impact of workplace sexual harassment extends far beyond the immediate incident. It undermines an individual's sense of security and well-being, leaving behind emotional scars that can persist long after the physical environment has changed. Trust, once broken, is not easily restored. The workplace, which should be a sanctuary of productivity and growth, becomes polluted by fear and uncertainty.
My story is just one of countless experiences with workplace sexual harassment. This pervasive issue creates cracks in the armour of organisations, shattering a sense of security and eroding morale. It affects not just the victim but the entire work environment. A culture of silence allows this behaviour to fester, weakening an organisation's resilience and hindering productivity.
However, there's hope. The key lies in strength in numbers. A workplace culture that encourages open communication and allows individuals to speak up without fear is essential. When colleagues acknowledge and support those who experience harassment, it chips away at the power imbalance that often fuels silence. Leaders have a critical responsibility to foster this "speak-up" culture. Implementing clear and accessible anti-harassment policies is the foundation. These policies should clearly define what constitutes harassment and outline the process for reporting incidents. Mandatory training for all employees, from the top down, ensures everyone understands these policies and their responsibilities.
Beyond policy, building trust requires fostering a culture of empathy. Leaders must create an environment where employees feel heard and valued. This involves establishing open communication channels where individuals can report harassment without fear of retaliation. Anonymous reporting options are crucial for those who might initially hesitate to come forward.
By empowering employees to speak up and addressing incidents swiftly and transparently, leaders can begin to repair the "cracks in the armour." This not only supports individual resilience but strengthens the organisation as a whole. A safe and respectful work environment promotes higher morale, greater collaboration, and ultimately, improved performance.
About the Author
Dinayen Emilien is Founder of Safe Haven Foundation, a not for profit organisation that supports victims of Gender-based violence through dedicated programmes and psychosocial support.
The views and opinions expressed are those of the author and do not necessarily represent those of the Royal Commonwealth Society.
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