By Mark DaCosta- Sexual harassment in the workplace is not simply a private workplace matter—it is a serious issue of safety, dignity, power and workers’ rights. The issue has taken on added significance in Guyana following allegations of rape and threatening behaviour against Deputy Commissioner of Police Fazil Karimbaksh, head of the Special Organised Crime Unit (SOCU), which are currently under investigation.
The case underscores why workers must understand the protections available to them and why allegations of sexual misconduct, particularly where there are significant power imbalances, must be taken seriously and handled through credible, fair and transparent processes. Guyana has legislation that provides avenues for workers to challenge discriminatory and harassing conduct, making public education about these rights essential.
The Guyana Trade Union Congress (GTUC) published an insightful examination on October 4, 2026, highlighting the vital importance of understanding and utilising these protective laws, specifically the Prevention of Discrimination Act, Cap. 99:08. This legislation clearly delineates sexual harassment, extending its purview to the public and private sectors alike. According to the Act, harassment manifests not only as overt physical actions but also through a range of unwanted sexual behaviours tied to employment conditions. Such treatment can contribute to a hostile work environment, which is never acceptable.
The Act explicitly prohibits discrimination in employment based on various grounds, including sex and marital status. However, it is crucial to acknowledge that when the alleged offender is someone in a position of power — such as a supervisor or high-ranking official — this situation becomes particularly fraught. Employees may harbour legitimate fears of retaliation, including job loss or ostracism, should they voice their concerns. This creates a chilling effect that often inhibits victims from reporting harassment, allowing toxic behaviour to persist.
To empower themselves, workers must not solely rely on verbal complaints. Instead, it is paramount that they maintain detailed and precise records of incidents as they occur. Specifically, keeping thorough documentation — including the date, time, location, and nature of each incident, as well as potential witnesses — can prove invaluable. Preserving evidence such as emails and messages is also essential. “Avoid deleting potentially relevant communications, even when the messages are embarrassing or distressing,” the GTUC article advises, underscoring the need for a robust personal record that can substantiate claims.
Utilising established workplace protocols is another critical facet of addressing harassment. Many organisations have instituted human resources departments, harassment policies, and designated officers to handle complaints. Although these internal procedures are helpful, employees must also be aware that alternative avenues exist. The Ministry of Labour and Manpower Planning plays a crucial role in supporting both employees and employers, overseeing labour administration, and offering mediation for disputes. For those who prefer an external route, the Ministry provides an online complaint mechanism, with resources readily available to facilitate assistance.
However, not all instances of workplace harassment can be categorised as mere employment disputes. Conduct that involves sexual assault or threats of violence must be addressed within a criminal context. In these scenarios, it is imperative that the affected individual seeks aid from the Guyana Police Force and obtains legal counsel to navigate these complex waters.
It is equally vital to highlight the responsibilities that lie with employers. Maintaining a discrimination-free workplace is essential for promoting employee welfare and satisfaction. The Ministry of Labour’s mandate encompasses fostering amicable industrial relations while providing necessary advisory support to unions and employers alike. Furthermore, the Equal Rights Act enshrines the principle of equality, ensuring that all individuals have equal rights and legal status across the spectrum of social, political, and economic life, while explicitly prohibiting discrimination based on gender in employment contexts.
Ultimately, no worker should face the agonising choice between enduring sexual harassment and preserving their job. Understanding the law, documenting harassment incidents, utilising appropriate reporting channels, and seeking external assistance when required will enable staff to safeguard their rights and ensure that all allegations are thoroughly investigated.
In our nation, as the conversation around workplace harassment continues to evolve, it is imperative that both employees and employers commit to fostering a culture of transparency and respect. When individuals are equipped with knowledge and empowered to speak out, we can begin to dismantle the stigma surrounding reporting harassment and create a safer, more equitable work environment for all. Knowledge is power, and when the law stands firm behind workers, they can advocate for their rights without fear of reprisal.
