The Public Service Sexual Harassment Policy, which was initially developed and launched in 2022 under the partnership between PSC and UNDP with support from the European Union-funded Spotlight Initiative, represented a groundbreaking achievement in championing a safe, gender-responsive, and inclusive working environment across all Ministries, Departments, and Agencies (MDAs). 

Enshrined in the values of gender equality, non-discrimination, and employee dignity as articulated in Sections 17 and 56 of Zimbabwe’s Constitution, the policy has served as a guiding framework for addressing sexual harassment within the public service over the past three years. However, three years into its implementation, the need to assess the policy’s visibility, effectiveness, impact and relevance has become clear. 

“As the authority responsible for setting standards of conduct, performance, and workplace culture, we recognise that policies must evolve in tandem with the environment they serve “, echoed Mr Mpandawana, the Head of Human Capital Development and Management in the PSC.

Recognising the shifting trends and drivers of sexual harassment in the public service, it has become imperative for the PSC and MDAs to reflect on their policy achievements and progress to date, the challenges and gaps, and the strategies to ensure the attainment of a sexual harassment-free public service. 

"Policies, strategies, and systems aimed at tackling sexual harassment must adapt to evolving trends, emerging drivers, and new forms of harassment, while keeping pace with the realities of a rapidly modernising public service," emphasised Ms Carine Yengayenge, UNDP Deputy Resident Representative. Her remarks underscored the need for forward-thinking approaches to build a harassment-free public service that effectively addresses both current challenges and those of the future.

In a significant step towards ensuring that Sexual Harassment remains relevant and comprehensive, the PSC, with support from the Sustaining the Gains Project (2025–2027), convened the inaugural strategy engagement session on 28 November 2025, which marked the beginning of the review and update of the policy. This review process aligns with Zimbabwe’s broader development priorities outlined in the recently launched National Development Strategy 2 (NDS2). The strategic engagement further aligned with the observance of the 16 Days of Activism Against Gender-Based Violence. 

Building on Strengths: Progress Since 2022
Since its launch three years ago, the Public Service Sexual Harassment Policy has achieved considerable milestones. Participants commended the policy's introduction and emphasised its role as a model for addressing sexual harassment in the public sector. 

They acknowledged positive developments such as targeted training workshops organized by the PSC, the establishment of Gender Wellness and Inclusivity Directorates, increased reporting of sexual harassment cases, standardised modules on gender and SH-related issues, and the unwavering political commitment from the highest levels of government to end all forms of SH in the public service. 

Challenges and Gaps to Address
Albeit the achievements and progress made, there are still some challenges and gaps in both policy and practice that are hinder the full implementation and realisation of the policy’s goals. These include insufficient victim support services, limited awareness of the policy provisions at subnational levels, delays in investigating and resolving cases, and cultural norms that perpetuate harassment.

Emerging forms of abuse, such as technology-facilitated sexual harassment, were also identified as critical areas that the current policy does not adequately address. Concerns around power dynamics, stigma, and reluctance to report harassment—often rooted in the fear of harming personal relationships or reputation—highlighted the complex nature of tackling sexual harassment in the workplace. 

Identifying these gaps and challenges was highlighted as a crucial first step in ensuring that the revised policy incorporates effective measures to address them. Moreover, it reinforced the need for a thorough review of the policy to ensure its relevance in addressing emerging issues and overcoming obstacles in the ongoing pursuit of a workplace free from sexual harassment.

Turning Challenges into Opportunities: UNDP’s Support
As PSC embarks on the process of reviewing and updating the policy, UNDP remains a steadfast partner, offering both technical and financial assistance under the Sustaining the Gains Project (2025–2027). UNDP will walk the policy review journey with the PSC, and will provide support on key fronts, including the development of an E-Module on Gender and Sexual Harassment, which will be made accessible through the Public Service Learning and Information Management System. This approach ensures comprehensive training reaches public servants at all levels, including those stationed abroad.

Furthermore, UNDP will provide support in the translation of the updated policy into local languages and accessible formats to ensure that all public servants are fully informed of the policy, the reporting channels, investigation processes, and the support and protection services available to victims, whistleblowers and witnesses of sexual harassment. The integration of zero-tolerance campaigns, targeted capacity-building initiatives, and training-of-trainers programs were also deemed critical to ensure that the revised policy gains momentum and is fully adopted across every layer of the public service structure. 

The review and update of the sexual harassment policy are not just about addressing workplace challenges but are intrinsically tied to Zimbabwe's national development aspirations. Combating sexual harassment in public service is a vital enabler of social and economic progress as prescribed by NDS2.

Looking Ahead: The Roadmap for Progress
The engagement concluded with discussions on the roadmap for updating and institutionalising the revised policy. The recommendations included accelerating the review and updating of the policy, which should be accompanied by a clear implementation and monitoring framework. 

Going forward, UNDP will continue to support PSC in implementing the necessary steps to finalize the revised policy and expand awareness. The focus will be on enhancing the capabilities of MDAs, enabling them to efficiently execute and monitor the policy, and fostering sustainable solutions to eradicate sexual harassment. Together, PSC and UNDP are paving the path to progress—building workplaces that empower and protect their most valuable resource: their people.

As Zimbabwe observes the 16 Days of Activism Against Gender-Based Violence, this timely effort builds momentum for achieving safer, inclusive, and harassment-free workplaces as a cornerstone of the country’s vision for sustainable development.