For any company to get the best from its workers, there must be a zero-tolerance policy on victimisation in the workplace, Honeywell Group Limited has said.
Its General Counsel, Olasumbo Abolaji, who gave the advice in Lagos, said the first step in building and being a part of a safe workplace was the personal conviction to go beyond the mold.
She advised young to be “bold, a lot more fearless and take calculated risks. There is no limit to what you can achieve or become, and over-analysing situations will not get the job done. So, you need to move beyond the mold that society has created for women, and take the chances and opportunities that are available to advance your development”.
According to research by the United Nations (UN), harassment against women in the workplace is present in all sectors of the economy. The International Labour Organisation (ILO) also reported that about 17.9 per cent of employed persons have experienced harassment related to work, with young women twice as likely as young men to have faced sexual violence and harassment.
The general counsel highlighted the company’s commitment to ensuring that the workplace remains inclusive, stereotype-free and safe for women.
“At Honeywell, we make a deliberate effort to provide an inclusive and safe space for women. From positions of management down to the different levels of our organisation, we ensure that women are given the support required to upskill, grow, and reach their full potential. It is important for us to provide a safe environment where women have equal opportunities to thrive and is flexible enough to accommodate their unique needs.”
She spoke about changing preconceived notions about women in business or the workplace, especially those that tend to stall career advancement. She was keen on the need to change the false narrative that women are capable of only attaining a limited degree of success.
“There is really no limit and women can reach whatever heights they set their minds to achieve with diligence and hard work. We have to get to the point where women are promoted into positions that have traditionally been occupied by men,” she said.
She said her role within Honeywell Group required her to ensure that the organisational culture of inclusivity and equity is upheld at all times, a responsibility she takes seriously.
She said: “It’s my responsibility to ensure that I promote the organisation’s zero-tolerance policy against victimisation in the workplace. I continually strive to create an environment that allows women to feel safe and comfortable enough to speak out against any form of discrimination or harassment without the fear of repercussions or blowback. We are very deliberate about encouraging this as a company.”
With nearly 20 years of post-call experience, Abolaji oversees drafting, reviews and negotiations of all commercial agreements at Honeywell Group. She also has oversight over the management and resolution of all disputes involving any of the portfolio companies within the Group.
For any company to get the best from its workers, there must be a zero-tolerance policy on victimisation in the workplace, Honeywell Group Limited has said.
Its General Counsel, Olasumbo Abolaji, who gave the advice in Lagos, said the first step in building and being a part of a safe workplace was the personal conviction to go beyond the mold.
She advised young to be “bold, a lot more fearless and take calculated risks. There is no limit to what you can achieve or become, and over-analysing situations will not get the job done. So, you need to move beyond the mold that society has created for women, and take the chances and opportunities that are available to advance your development”.
According to research by the United Nations (UN), harassment against women in the workplace is present in all sectors of the economy. The International Labour Organisation (ILO) also reported that about 17.9 per cent of employed persons have experienced harassment related to work, with young women twice as likely as young men to have faced sexual violence and harassment.
The general counsel highlighted the company’s commitment to ensuring that the workplace remains inclusive, stereotype-free and safe for women.
“At Honeywell, we make a deliberate effort to provide an inclusive and safe space for women. From positions of management down to the different levels of our organisation, we ensure that women are given the support required to upskill, grow, and reach their full potential. It is important for us to provide a safe environment where women have equal opportunities to thrive and is flexible enough to accommodate their unique needs.”
She spoke about changing preconceived notions about women in business or the workplace, especially those that tend to stall career advancement. She was keen on the need to change the false narrative that women are capable of only attaining a limited degree of success.
“There is really no limit and women can reach whatever heights they set their minds to achieve with diligence and hard work. We have to get to the point where women are promoted into positions that have traditionally been occupied by men,” she said.
She said her role within Honeywell Group required her to ensure that the organisational culture of inclusivity and equity is upheld at all times, a responsibility she takes seriously.
She said: “It’s my responsibility to ensure that I promote the organisation’s zero-tolerance policy against victimisation in the workplace. I continually strive to create an environment that allows women to feel safe and comfortable enough to speak out against any form of discrimination or harassment without the fear of repercussions or blowback. We are very deliberate about encouraging this as a company.”
With nearly 20 years of post-call experience, Abolaji oversees drafting, reviews and negotiations of all commercial agreements at Honeywell Group. She also has oversight over the management and resolution of all disputes involving any of the portfolio companies within the Group.