Transport and Public Works
With regard to the sexual harassment case against the traffic chief and after it has been learnt that the victim of this GBV case has been so traumatised that she has had to receive outside assistance as none was offered by the very department meant to protect her and that she is now allegedly being victimised further in that she is alleged to be going through a “competency hearing”:
- (a) Why was the perpetrator not placed on leave while the investigation was ongoing and (b) why has his Department not provided any counselling intervention for the family;
- whether the victim is being put through a “competency hearing”; if so, why;
- how many cases of sexual harassment has been made with in this department from 2010 to date;
It has been alleged that there are staff members who have been promoted after being sexually harassed:
- whether he is aware of any such persons in the Department; if so, what are the relevant details;
- (a) what remedial action will be put in place for victims to come forward and (b) what will he do to protect any whistle-blowers in his Department?
- (a) A decision to suspend an employee must be based on the applicable legal prescripts. There has been no basis provided upon which to suspend the alleged perpetrator.
(b) It is not true that the Department has not offered support to the complainant. Any support for the family as a whole is provided through the employee taking up the offer of support through the Western Cape Government (WCG) Employee Assistance Programme (EAP). Support has been offered on a number of occasions to the complainant.
- The Department is not aware of anything called a “competency hearing” and the complainant is not being subjected to any such process.
(3)
Financial Year | Number of cases |
2010/11 | 0 |
2011/12 | 2 |
2012/13 | 0 |
2013/14 | 0 |
2014/15 | 0 |
2015/16 | 0 |
2016/17 | 0 |
2017/18 | 0 |
2018/19 | 1 |
2019/20 | 0 |
(4) I am not personally aware of any staff member who has been promoted after he/she has been sexually harassed.
(5) (a) TPW continuously mainstreams information regarding sexual harassment on various platforms including internal communications, distribution of flyers, posters etc. in order to create awareness of sexual harassment 1.) what is sexual harassment and 2.) The procedures for reporting sexual harassment and handling allegations of sexual harassment in the workplace according to the Western Cape Government Sexual Harassment Policy (2011).
The WCG EAP offer free interventions to all WCG employees and immediate family members and makes use of Metropolitan Health for counselling. Their services are available 24/7 and employees are continuously made aware of their services and encouraged to make use of it when dealing with trauma, loss etc and the services are confidential. The Sexual Harassment Contact Officers provide the victim (survivors) and alleged perpetrator with information of the EAP Programme and can refer them for counselling according to the duties of Sexual Harassment Contact Officers listed in the WCG Sexual Harassment Policy (2011). The Sexual Harassment Contact Officer/s also recommend to managers that their staff attend information sessions on Sexual Harassment in the workplace, Diversity and Communication (these are examples) based upon the outcome of investigations in order to improve the workplace culture.
Professional counsellors are available to provide multi-lingual and multi-cultural support, as well. Depending on the needs of the employees, the
professional staff will advise on a suitable treatment plan for the employee and advise managers on workplace reintegration support
Since 2020 nine (9) additional Sexual Harassment Contact Officers were trained for TPW by WCG Employee Relations. The SHCO are based in various regions and consists of male and female officers to attend to sexual harassment cases.
TPW continuously inform managers of Sexual Harassment Awareness Training. A number of staff members and managers attended sexual harassment awareness training online during 2020. Training is offered online or on site.
(b) TPW complies and adheres to the WCG Whistle Blowing Policy adopted by Cabinet on 18 July 2018. The Policy is continually mainstreamed on various platforms
