SEXUAL HARASSMENT OF WOMEN IN SOCIETY: NIGERIA AS A CASE STUDY - A WAY FORWARD

Chukwuemeka A. Nnabuife ACIS

INTRODUCTION

Sexual harassment remains a pervasive issue globally, disproportionately affecting women and undermining their safety, dignity, and participation in society. In Nigeria, a country marked by deep cultural traditions and evolving legal frameworks, the problem is particularly acute, as exemplified by the recent case of Senator Natasha Akpoti-Uduaghan. This examines sexual harassment in Nigerian society, using Natasha’s alleged harassment as a case study, and explores existing national laws, international legal frameworks, and ethical considerations. It concludes by proposing actionable steps forward to address this systemic issue.

DEFINITION OF SEXUAL HARASSMENT

Sexual harassment is defined as unwelcome sexual advances, requests for sexual favours, and other verbal or physical conduct of a sexual nature that interferes with an individual’s work performance or creates an intimidating, hostile, or offensive environment (UN Women, 2017) [1]. In the Nigerian context, the Violence Against Persons (Prohibition) Act (VAPP), 2015, Section 46, expands this to include any conduct—physical, verbal, or non-verbal—that violates a person’s dignity or constitutes an abuse of power (VAPP Act, 2015) [2]. This broad definition underscores the multifaceted nature of harassment, encompassing both overt acts and subtle coercion. Common relationships in sexual harassment include;

Perpetrator: employer, supervisor, co-worker, client, teacher or professor

Victim: male or female, person in an inferior role, maybe someone other than the person who is being harassed, such as a witness to sexually harassing behaviour

Place: workplace, school, university, or other location

Gender: both perpetrators and victims may be of either gender, and the perpetrator is not necessarily someone of the opposite gender.

TYPES OF SEXUAL HARASSMENT

Sexual harassment comes in many forms, as many acts have the propensity to be offensive to others. There are, however, two primary types of sexual harassment:

Quid Pro Quo – The Latin term quid pro quo translates to “one thing in return for another.” In this case, it refers to the association of an employee’s benefits, such as getting a raise, or not getting fired, to the employee’s acquiescence to the employer’s or supervisor’s unwelcome sexual advances. This does not apply only to employment situations, but any situation in which the harasser has a superior position to the victim.

For example: Sharon is struggling in her college chemistry class. Her professor invites her to his office for additional help, where he makes sexual advances, assuring her he intends to give her a good grade. The professor is in a position of authority over Sharon, having control over her grades. This is sexual harassment, which is an illegal act, and a violation of Sharon’s civil rights.

Hostile Work Environment – This term refers to situations in which an employee is exposed to offensive sexual materials or comments, and/or unwelcome sexual contact or advances. To be considered sexual harassment, the offending behaviour generally must be repeated, or part of an ongoing pattern. A hostile work environment may be created by co-workers, a supervisor or employer, or even customers or clients. Employers are responsible for ensuring that sexual harassment does not take place in their workplaces, and to stop any sexual harassment that does take place as soon as they are made aware of it.

For example: Elvira works as an administrative assistant in a busy auto repair shop. The mechanics tend to use coarse language and make joking sexual innuendos and advances toward her. In addition, the restroom shared by the employees is adorned with posters of nude women, which is offensive to Elvira. She mentioned these issues to the shop owner, who told her “They’re just joking around,” and “Hey, every shop has those, don’t be so sensitive.” Elvira is in a hostile work environment, which is considered a form of sexual harassment.

Of the two types of sexual harassment, the hostile workplace is perhaps the most common, as many people do not even realize that their behaviour is a problem. Joking around with sexual innuendo, comments, or teasing a person about his or her gender, or sexual preference, and exposing co-workers or others to sexual pictures, videos, and other materials is sexual harassment.

THE CASE OF NATASHA AKPOTI-UDUAGHAN

In February 2025, Senator Natasha Akpoti-Uduaghan, one of only four female senators in Nigeria’s 109-member Senate, publicly accused Senate President Godswill Akpabio of sexual harassment. She alleged that Akpabio made unwanted advances toward her in December 2023 and linked her legislative motions’ success to sexual favours (BBC, 2025) [3]. Following her allegations, the Senate Ethics Committee dismissed her petition on procedural grounds and suspended her for six months, citing “unruly behaviour” unrelated to the harassment claims (Al Jazeera, 2025) [4]. This response sparked outrage among women’s rights groups, who viewed it as an attempt to silence her, highlighting the systemic marginalization of women in Nigerian politics (The Guardian, 2025) [5].

Natasha’s case is not an isolated incident but reflects broader societal challenges. With only 3.6% of political offices held by women, Nigeria exemplifies a patriarchal structure where female voices are stifled, and allegations of harassment are met with impunity rather than accountability (Premium Times, 2025) [6]. Her suspension, coupled with defamation lawsuits filed by Akpabio’s wife seeking N350 billion, underscores the retaliatory mechanisms often deployed against women who speak out (allAfrica, 2025) [7].

SEXUAL HARASSMENT IN NIGERIAN SOCIETY

Sexual harassment in Nigeria spans workplaces, educational institutions, and public spaces, often rooted in cultural norms that normalize gender-based violence (GBV). A 2010 study found that 70% of female graduates from Nigerian tertiary institutions reported experiencing sexual harassment, primarily from classmates and lecturers (Owoaje & Olusola-Taiwo, 2010) [8]. In workplaces, the absence of robust legal protections exacerbates the issue, leaving victims without recourse. The Natasha case illustrates how even high-profile women in positions of power face harassment and institutional backlash, signalling a chilling message to ordinary women.

Culturally, Nigeria’s conservative values often discourage reporting due to stigma and fear of retribution. As Natasha noted, many women hesitate to disclose harassment even to their spouses, fearing judgment (The Guardian, 2025) [9]. This silence perpetuates a cycle of impunity, hindering societal progress and gender equality.

NIGERIAN LEGAL FRAMEWORK

Nigeria has several laws addressing sexual harassment, though enforcement remains weak:

Constitution of the Federal Republic of Nigeria (1999): Section 34 guarantees the right to dignity, implicitly protecting against harassment, while Section 42 prohibits gender-based discrimination. In Ejike Maduka v. Microsoft (2013), the National Industrial Court (NIC) affirmed that workplace sexual harassment violates these rights (NICN/LA/492/2012).

Criminal Code (Section 360) and Penal Code (Section 285): These criminalize indecent assault and acts outraging modesty, respectively, offering a basis to prosecute harassment.

Violence Against Persons (Prohibition) Act (VAPP), 2015: Section 46 defines sexual harassment broadly, including unwelcome advances and verbal or physical conduct of a sexual nature. However, its application is limited to the Federal Capital Territory unless adopted by states.

National Industrial Court (NIC) Civil Procedure Rules, 2017: Order 14 outlines four categories of workplace sexual harassment—physical, verbal, written, and non-verbal—providing a judicial framework for redress (Lexology, 2019) [10]. Despite these provisions, gaps persist. The Labour Act lacks explicit anti-harassment clauses, and cultural biases within law enforcement and judiciary often deter victims from seeking justice (Action4Justice, 2021) [11].

INTERNATIONAL LAWS AND ETHICAL STANDARDS

Nigeria is a signatory to several international instruments that address sexual harassment:

Convention on the Elimination of All Forms of Discrimination against Women (CEDAW), 1979: Article 11 mandates states to eliminate workplace discrimination, including harassment. Nigeria ratified CEDAW in 1985 but has not fully domesticated it, limiting its enforceability (UN Women, 2017) [12].

International Labour Organization (ILO) Convention No. 190, 2019: This treaty explicitly recognizes the right to a workplace free from violence and harassment. Nigeria has yet to ratify it, lagging behind global standards (ILO, 2019) [13].

African Charter on Human and Peoples’ Rights, 1981: Articles 15 and 19 protect dignity and equality, respectively, and have been invoked in Nigerian courts to address harassment (Adekunle et al., 2019) [14].

Ethically, sexual harassment violates principles of autonomy, justice, and non-maleficence. The Universal Declaration of Human Rights (1948) and UN Declaration 48-104 classify it as a form of GBV, demanding accountability and victim support (Premium Times, 2025) [15]. Nigeria’s failure to align fully with these standards reflects a disconnect between international commitments and domestic action.

A WAY FORWARD

To address sexual harassment in Nigeria, drawing from Natasha’s case and broader societal trends, the following steps are proposed:

Strengthen Legal Frameworks:

Domesticate CEDAW and ratify ILO Convention No. 190 to align Nigerian laws with international standards.

Amend the Labour Act to explicitly prohibit workplace harassment, with clear reporting mechanisms and penalties.

Expand VAPP Act implementation nationwide through state-level adoption.

Institutional Reform:

Establish independent bodies to investigate harassment claims, free from political influence, as suggested by Natasha’s call to test institutions like the Police and ICPC.

Train law enforcement and judiciary on gender sensitivity to reduce bias and improve case handling. Cultural Shift through Education:

Launch nationwide awareness campaigns to challenge stigma and encourage reporting, leveraging platforms like the “We Are All Natasha” protests (The Guardian, 2025) [16].

Integrate gender equality and anti-harassment education into school curricula to foster long-term change. Support Systems for Victims: Create safe reporting channels, including anonymous hotlines and legal aid, to empower victims like Natasha who face retaliation. 

Provide psychological and financial support to survivors, addressing economic barriers to leaving abusive environments (CHELD, 2015) [17]. Political Accountability: Ensure transparent investigations into high-profile cases like Natasha’s, with international oversight from bodies like the Inter-Parliamentary Union (IPU) (Premium Times, 2025) [18].

Increase female presentation in politics to dismantle patriarchal structures, addressing the 2.8% female Senate presence (allAfrica, 2025) [19]. 

CONCLUSION

The alleged harassment of Senator Natasha Akpoti-Uduaghan exposes the entrenched nature of sexual harassment in Nigerian society, compounded by weak enforcement and cultural barriers. While national laws provide a foundation, their gaps and Nigeria’s lag in adopting international standards hinder progress. A multi-faceted approach—strengthening laws, reforming institutions, shifting cultural norms, supporting victims, and ensuring accountability—offers a way forward. Natasha’s courage in speaking out must catalyze systemic change, ensuring that Nigerian women, from senators to students, can live free from harassment. 

Footnotes

[1] UN Women. (2017). Committee on the Elimination of Discrimination against Women: Nigeria Report. United Nations.

[2] Violence Against Persons (Prohibition) Act. (2015). Section 46. The Federal Republic of Nigeria Official Gazette.

[3] BBC. (2025, March 6). Natasha Akpoti-Uduaghan: Nigerian senator suspended after accusing Godswill Akpabio of sexual abuse. Retrieved from www.bbc.com

[4] Al Jazeera. (2025, March 7). Nigerian Senate suspends female senator who made sexual harassment claim. Retrieved from www.aljazeera.com

[5] The Guardian. (2025, March 16). ‘We are all Natasha’: senator’s sexual harassment claims roil Nigeria. Retrieved from www.theguardian.com

[6] Premium Times. (2025, March 11). UPDATED: Natasha Akpoti-Uduaghan reports suspension, and sexual harassment to the global parliamentary body. Retrieved from www.premiumtimesng.com

 [7] AllAfrica. (2025, March 7). Nigeria: Sexual Harassment - Group Says Natasha's Ordeal Highlights Culture of Gender-Based Violence. Retrieved from allafrica.com

[8] Owoaje, E. T., & Olusola-Taiwo, O. (2010). Sexual Harassment Experiences of Female Graduates of Nigerian Tertiary Institutions. World Bank.

[9] The Guardian. (2025, March 16). ‘We are all Natasha’: senator’s sexual harassment claims roil Nigeria. Retrieved from www.theguardian.com

[10] Lexology. (2019, March 5). Towards a Better Workplace for Women: Curbing the Menace of Sexual Harassment in Nigeria. Retrieved from www.lexology.com

[11] Action4Justice. (2021). What does the law say about sexual harassment? Nigeria. Retrieved from nigeria.action4justice.org

[12] UN Women. (2017). Committee on the Elimination of Discrimination against Women: Nigeria Report. United Nations.

[13] ILO. (2019). Convention No. 190: Violence and Harassment Convention. International Labour Organization.  [14] Adekunle, O., Onele, J., & Agu, O. (2019). Curbing Sexual Harassment: Lessons From Microsoft. Lexology. [15] Premium Times. (2025, March 11). UPDATED: Natasha Akpoti-Uduaghan reports suspension, and sexual harassment to global parliamentary body. Retrieved from www.premiumtimesng.com

[16] The Guardian. (2025, March 16). ‘We are all Natasha’: senator’s sexual harassment claims roil Nigeria. Retrieved from www.theguardian.com

[17] CHILD. (2015). Violence Against Women in Nigeria and the Need for a Women’s Fund. Center for Health Ethics Law and Development.

 [18] Premium Times. (2025, March 11). UPDATED: Natasha Akpoti-Uduaghan reports suspension, and sexual harassment to global parliamentary body. Retrieved from www.premiumtimesng.com

 [19] AllAfrica. (2025, March 7). Nigeria: Sexual Harassment - Group Says Natasha's Ordeal Highlights Culture of Gender-Based Violence. Retrieved from allafrica.com