Newsrooms urged to tackle gender harassment head-on
Pini Bothoko | Wednesday July 9, 2025 12:25
The remarks were made by Professor Admire Mare of Denhe Reruzivo Consultancy Hub at during a two-day media training workshop on Cyber Security and Gender harassment recently.
The workshop was hosted by Intel Watch at Mmegi and The Monitor offices in Gaborone last week.
The consultant said gender harassment behaviours continue to create toxic work environments, silence voices, and weaken the diversity and vibrancy of newsroom spaces.
Mare revealed the scourge manifests in a variety of forms – some visible and others more insidious – which include inappropriate physical contact such as unsolicited hugs or butt-slapping, which can potentially escalate to sexual assault.
'Verbal abuse, including derogatory remarks, suggestive comments, and gender-based slurs, also contributes to a hostile environment.
'Moreover, online harassment is a growing menace, especially for female journalists as they often face cyberbullying, coordinated disinformation campaigns, and personal attacks that are amplified across digital platforms in some countries,' he said.
Mare further revealed that other forms of harassment include the invasion of personal space, disparaging remarks about appearance or dress, and exclusion from meetings or social interactions based on gender.
He said such behaviours may seem 'normalised' in some work cultures but are harmful and discriminatory.
Additionally, Mare said the use of sexist language or reinforcement of stereotypes continues to undermine the credibility and professional standing of women in media.
'The consequences of gender harassment are far-reaching. It can cause psychological distress, including anxiety, depression, and burnout.
'Professionally, it can damage a journalist’s reputation, reduce opportunities for advancement, and lead to career stagnation,' he said.
Moreover, Mare stated that a climate of fear and intimidation can force journalists into self-censorship avoiding sensitive topics or investigative reporting to avoid backlash.
He added that the long-term result diminished newsroom productivity and morale and compromised editorial quality and credibility.
As a resolution, Mare said gender harassment requires deliberate action and cultural change as education is a critical starting point.
He said employers and employees must understand what constitutes harassment and work together to challenge behaviours that may have been previously tolerated or ignored.
Additionally, he said regular editorial meetings should include open discussions about gender dynamics and harassment, signalling management's commitment to building respectful and inclusive environments.
“Informal staff conversations can also help demystify what harassment looks like and how it affects individuals differently. Importantly, employee representatives should be trained to identify, report, and support colleagues experiencing harassment,' he said.
“Every newsroom must develop a comprehensive gender harassment policy in collaboration with human resources, legal experts, and staff representatives. This policy should clearly define gender harassment and give real-world examples. They should also outline procedures for reporting and investigating incidents.'
Beyond policies and procedures, Mare added that long-term support systems must be established.
He said this includes access to counselling services, peer-support mechanisms, and professional development opportunities to help affected journalists regain confidence and re-establish their career paths.
'Combating gender harassment in newsrooms is not merely about compliance or public image, it is about upholding journalistic values of fairness, inclusion, and integrity.
'It requires courage, leadership, and a shared commitment to building workplaces where every journalist, regardless of gender, feels safe, valued, and empowered,' he added.
Journalists, who attended the workshop, admitted that gender harassment does exist in newsrooms hence the need for policies to be implemented and put into practice.
They argued that reporting such cases is not easy as it is usually perpetrated by the most senior colleagues hence the need to capacitate employees on this matter.