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We can no longer be silent about injustices and inequalities youth are experiencing every day. We must have action for youths now.

#ProtectYouthWorkers

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Protecting youths at work not only secures the present, but also ensures that the future generation has a safer working environment. Every young person deserves to work in an environment where they feel safe, as this will enable them to give their best and improve productivity in the work place. The young people constitute the majority human capital development ratio of every country, hence their welfare and safety at work should not be negotiated as it has a direct impact on the development of their country.

#protectyouthatwork
#ratifyC190

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I am excited to stand in solidarity with other youth from all over the world to end workplace harassment and violence. I call on my government to ratify the ILO Convention C190 to protect young workers. Please join us and share your support

#ProtectYouthAtWork

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Mazhar Abbas

#ProtectYouthAtWork #RatifyC190

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I want the government to protect our young women in the workplace instead of avoiding our issues and the way we are treated. When youth join together we can achieve anything! I believe we can achieve this together. #ProtectYoungPeopleAtWork

Maria Ikeue

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All of us need to feel safe in the streets, at work, and more. Young people can look out for each other and protect each other from violence and harassment.

#ProtectYouthAtWork

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#ProtectYouthAtWork #RatifiezC190

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Ending workplace violence and harassment is vital for creating a safe and productive space for young people to reach their full potential. We should all be custodians of protecting young people in workspaces. #protectyouthatwork

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For productive and proactive outcomes, each worker must be treated as a vital pillar holding a part. I mean equality and equity must be the measure in all processes for an effective and an efficient outcome. #ProtectYouthAtWork #RatifyC190 Emmanuel K G - Hailord

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Today's young people seek to grow in the workplace to enrich our future and fulfill our role in society, contributing with our knowledge and wisdom for a better

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Juliana Vivas

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Ending workplace violence & harassment contributes to achieving justice for all. A safe, respectful work environment empowers individuals to thrive, fostering equality & a just society.

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Join young global advocates and urge your government to end youth workplace violence and harassment!

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AMB.(HON)ABIGI AKAAER JOSHUA

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No more silence.
No more impunity.
No more oppression.
No more harassment.
No more discrimination.
No more marginalization.

#ProtectYouthAtWork #RatifyC190

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Bujumbura-Burundi

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# Protect youth at work
# Protect youth at work
# Ratify C190
# Ratify C190

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Workplaces with harassment and both verbal and physical violence are daily challenges faced by Youths.  Youth deserve a safety workplace for professional contribution. Let us protect Youths. #ProtectYouthAtWork #RatifyC190

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Screenshot_20230411-213319 - Advocacy Initiative for Youth Development

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"A workplace free of violence and harassment creates a safe environment for employees to thrive, innovate and contribute fully to a business's success." #ProtectYouthAtWork #RatifyC190

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#ProtectYouthAtWork #RatifyYouthAtWork

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Where there is a will, there is a way. Let's stop youth violence and harassment in workplace for a better and prosperous world. #ProtectYouthAtWork #RatifyC190

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Protect youth at work is very important because youths are not experienced workers.so we should provide youths and specially young women a good, safe and comfortable environment to work for them.If youths will work more and more then our world will develop ultimately.
We can protect youth in the following ways:-
1.Build a rapport
2.Understand their values.
3.Find out what impact they want to make.
4.Help them understand their strengths.
5.Let them teach you something.
6.Build their confidence.
7.Reap the rewards.
8.Think globally.
9.Be structured,yet flexible.
10.Talk about the importance of communication skills.

#Protect youth at work.
#Ratify C190

Name:-Vikash Ranjan
Country:-India

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As a Kenyan youth, I would like to urge my government to prioritize the protection of young workers in the workplace by ratifying the International Labour Organization (ILO) Convention 190 on Violence and Harassment in the World of Work. According to a study conducted by the International Labour Organization (ILO) in 2019, globally, one in three workers experience some form of workplace harassment, and young workers are particularly vulnerable. Young people deserve a safe and respectful work environment, free from violence, harassment, and discrimination.

Ratifying C190 would demonstrate Kenya's commitment to upholding the rights of youth in the workforce and promoting decent work for all. Ratifying C190 will also provide crucial legal framework and guidelines to ensure young people’s rights are upheld. Together, we can create a better future for ourselves and future generations of youth in Kenya.

#ProtectYouthAtWork #RatifyC190 #KenyanYouthPower #YouthRightsMatter #YouthRights #DecentWork

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Christopher, Nigeria.
#ProtectYouthAtWork

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Working as a young person in a company, workplace violence and harassment for youth is common. Serving as a junior staff member is challenging as there are many senior staff who will be comfortable to insubordinate you. This affects your capabilities in a negative way. Given the psycho-social issues people tend to experience at work, good relations are difficult to maintain. The most important issue to end workplace harassment and violence is for the government to rectify the Labour Relations Act on improving the workplace, since the youths are the majority of those who experience harassment. I would like the government to adopt C190 to enable everyone to work in an environment free from violence and harassment.

Lorraine Adhiambo Ong’idi

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In the community I belong to, hierarchical workplaces are very common, which I feel can create a difficult workplace for a young person like me. Because of the hierarchical work culture across my society, even in my first workplace which was entirely led by young people between the ages of 16 to 24, we had reproduced our own hierarchy in positions among ourselves. For example, there were some young people who took lead positions in the organization and managed other young people, which is not wrong in itself, but it is wrong when the leaders are not providing equal learning opportunities to other young people and not open to take feedback from other young people. Not only in my workplace, but I have also seen and heard many examples of workplace harassment in one of my colleague’s workplaces where they have a more senior boss who uses their power to harass and strictly commands them on what to do and what not to do. These are only some of the examples which are considered absolutely normal here but should not be. I feel this kind of harassment leads young people to feel less capable and less confident to do work by themselves, something which I have experienced myself.

Hence, I believe there should not be any hierarchy in the work environment despite differences in age, work experience, gender, place of birth, or any other factors. Instead, I believe in a mentorship model, where two parties learn from each other in the workplace with mutual respect.

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Sneh* was excited about her new job. The prospect of a new opportunity was promising. She wanted to learn, to lead. Adding to the excitement was her boss, who despite being a man was not chauvinistic. He encouraged and supported her to grow as a professional and as an individual. It was easy to talk with him about work, career, and life in general. He was her mentor and she didn’t see any reason to not let her guard down.

One day, just another day at work, Sneh was at a meeting with her boss. Suddenly the conversation arrayed towards well-being and exercise. Sneh didn’t give it much thought and mentioned how she was enthusiastic about fitness. He then asked her to show some exercises. Sneh felt he was being stupid and ignored it. Out of nowhere he touched the nape of her neck and showed her where it pained for him and then casually put his hand on her thigh. It immediately made her uncomfortable yet she wasn’t sure what was going on. Was she supposed to say something? Would she be overreacting if she said something… thoughts ran through her mind within those seconds while she created more distance from him. She looked at him and he looked dead in her eyes with a heinously innocent smile. It confused her more ‘Am I overreading this, am I being too sensitive…’ The meeting ended and she went to her room, but she couldn’t brush off that horrible sinking feeling. From that day, she avoided talking to her boss. She put her guard on, was edgy, that incident constantly replaying in her mind, and she prayed she didn’t have to see him. After three months of avoiding him and being buried with work, she finally confided in her friend and asked, “Was I being harassed?” Without a flinch, her friend said, “Of course, why would you even doubt it?” It started sinking in, confusion morphed into anger, frustration, and feeling stupid and a volley of questions poured out. How could I not know? Why didn’t I say something? Why didn’t I slap him? Why do I feel humiliated? What should I do now? Should I confront him? Isn’t it too late for that? She decided to let it pass because it was late and she did not dare to go through that all over again. But she promised herself if he attempted to repeat the behaviour she would retaliate.

Months turned into a year and Sneh almost forgot about the incident when one day a junior staff member, Sabah*came to her asking to talk to her. That sinking feeling suddenly returned even before talking with Sabah. Sabah was hesitant to speak. Sneh made her feel comfortable and ensured she could trust her and speak her mind. Sabah spoke her heart out. She told her how the same boss was sending inappropriate messages, touching her stomach, putting his fingers through her torn jeans, finding reasons to hold her hand and the list went on and on. This was going on for days and no one knew. She was not sure what was going on and didn’t know whom to turn to. She was scared to even speak to her colleagues at work. Sneh listened to every word Sabah shared, infuriated. It was the same cycle Sabah went through — doubt, anger, humiliation, and confusion. Sneh shared her incident and consoled that it was not Sabah’s fault. They were never taught to speak up or be brave when things like this happened. They were taught to keep mum, and they did, but that had to end. Sneh decided to take this to the management; Sabah without a second thought supported her. Sneh prepped Sabah about what was to come after the confrontation and prepared to confront the perpetrator in front of the management. Sneh knew nothing much would come out of this because he was in an influential position, but this had to be done. Someone had to put him in his place. Someone had to speak up.

The day finally came when she was face to face with the man who felt entitled to do as he pleased. She was nervous, she was scared, but she couldn’t let it overpower her, her only weapon was to stay calm. Management was present throughout and facilitated the session. The confrontation began and it went on for over an hour. Everything was laid out on the table. Though he apologised to both of them, she knew he was not sorry. At the same time, she had never seen someone gripped with fear like he was.

He kept his distance from everyone from that day on. Sneh got another opportunity and she took it, excited for a new promising endeavour. Sabah still works there and confirms that the distance is still maintained, between her, from others.

* Names have been changed on request.

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Kamengele had just landed his dream job as a marketing assistant at a reputable company. He was excited to put his skills to use and contribute to the company's success. However, he quickly realized that his boss, a middle-aged man, had a habit of making suggestive comments and gestures towards him.

At first, Kamengele tried to brush it off and focus on his work, but the behavior continued, and it started to affect his performance. He found himself avoiding meetings with his boss and feeling anxious and uncomfortable at work.

Workplace violence and harassment, particularly sexual harassment, is a significant issue in Kenya, and it affects young people like Kamengele. They often feel powerless and unsure of what to do when faced with harassment from older, more powerful colleagues.

My personal experience has taught me that when companies are restructuring, the youth are the first to be laid off. They claim that the youth have little or no responsibility, and this has only added to the problem of youth unemployment.

Kamengele's story highlights the urgent need for employers to create a safe and supportive work environment for all employees. Companies must establish clear policies and procedures for reporting and addressing harassment, and provide training for all employees on appropriate workplace behavior.

The government must also play its part by enacting and enforcing laws that protect workers from violence and harassment in the workplace. We must all work together to create a future where young people can thrive and contribute to the growth and development of our country.

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Protect the Future. #ProtectYouthAtwork #ProtégezLesJeunesAuTravail

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#ProtectYouthAtWork #ProtégezLesJeunesAuTravail

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#ProtectYouthAtWork
#ProtejaOsJovensNoTrabalho

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My name is Bethel mwanangombi #protectyouthatwork in Lunda

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#protectyouthwork.
#protectyouthwork.
#protectyouthwork.

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#protectyouthsatwork.

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#ProtectYouthAtWork
William Aziegbemhin
Benin City .Nigeria.

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Alhaji's short video for the 190 campaign

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Alhaji's campaign photo

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For many young people in Nigeria, finding a job is a tremendous victory. The country's high rates of unemployment and underemployment mean that young people often face challenges when it comes to securing employment opportunities. And when a job is available, it can present its own set of challenges, including workplace violations.

Workplace violations occur when an employee's basic rights are not respected. These violations can range from unpaid wages to harassment and discrimination, and they can have a significant impact on a young person's ability to succeed at work and in life. In this blog, we will explore some of the ways young people are violated at their workplaces in Nigeria and why it is essential to protect the rights and wellbeing of young workers.

Unpaid Wages

One of the most common workplace violations young people face in Nigeria is unpaid wages. Many young people work long hours in jobs that pay low wages, and in some cases, they are not paid at all. This is a significant problem, as these wages are often crucial to supporting themselves and their families. Without money, young people may struggle to pay for necessities like food, shelter, and transportation. Young people need to be paid fairly and on time for the work they do.

Unsafe Working Conditions

Another issue young people face in the workplace is unsafe working conditions. Many young people work in hazardous jobs that put them at risk of injury, illness, or even death. Whether working in construction, agriculture, or mining, young people need to be protected from the dangers of the job. Employers have a responsibility to provide safe working conditions and necessary safety equipment to protect their young workers.

Harassment and Discrimination

Young people in Nigeria are also at risk of harassment and discrimination in the workplace. This can include sexual harassment, racial discrimination, and gender discrimination. This type of behavior is unacceptable and can be incredibly damaging to an individual's well-being, both at work and outside of work. Young people need to work in a supportive and respectful environment where they are treated fairly, regardless of their background.

Importance of Protecting Youth at Work

It is essential to protect the rights and wellbeing of young people in the workplace for several reasons. Firstly, protecting young people at work helps to create a better and more inclusive workplace culture. When young people feel supported and valued, they are more likely to be productive, engaged, and committed to their work.

Secondly, protecting young people at work is essential for their physical and mental wellbeing. Young people are still developing physically and emotionally, and any work-related harm can have long-term consequences on their health and longevity. It is crucial to ensure that young people's rights are protected to prevent any potential harm that could impact the rest of their lives.

Thirdly, protecting young people at work is necessary to promote economic growth and stability in Nigeria. When young people are protected at work and given opportunities to succeed, they can contribute to Nigeria's economic growth by working hard and spending their earnings in the local economy.

Conclusion

In conclusion, young people in Nigeria are violated at their workplaces in various ways, including through unpaid wages, unsafe working conditions, and harassment and discrimination. Protecting young people at work is essential for promoting a better workplace culture, safeguarding the physical and mental wellbeing of young people, and promoting Nigeria's economic growth and stability. Employers have a responsibility to provide a safe and fair working environment for young people, which includes enforcing labor laws and regulations to protect workers' rights. When young people are protected at work, they are given the opportunity to succeed, reach their potential and build a better future for themselves and their families.

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#Protect Youth At Work

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#ProtectYouthAtWork
#Chebe ụmụ ntorobịa na ọlụ