The CEO Connect Forum on March 28, 2025, convened leaders to confront a stark reality: despite ongoing conversations, gender-based violence and harassment (GBVH) and gender inequality persist as critical issues within workplaces and broader society. The event ignited a deep sense of urgency, with a call to move beyond mere acknowledgement of the problem to a collective effort towards concrete action and systemic change.

Opening the session, Joy Ruwodo set the tone with a critical challenge: talking about GBVH is not enough – what’s needed is real, measurable change. This sentiment was amplified by Ignatius Sehoole, CEO of KPMG Southern Africa and KPMG Africa Chairman, who presented harrowing statistics: over 53,000 sexual offenses and 42,500 rapes were recorded in the 2024 fiscal year in South Africa. He lamented society’s desensitisation to these numbers, citing that real lives are irreparably affected by this scourge. Sehoole called for men to take an active role in combating GBVH, urging them to challenge harmful behaviours and intervene when witnessing abuse.

Professor Anita Bosch, Research Chair of Women at Work from Stellenbosch Business School provided a crucial perspective on the necessity of gender equality in the workplace, extending beyond a focus solely on women. She emphasised that genuine gender equality is not an isolated objective but part of a wider social ecosystem requiring attention to childcare, safety, security, and shifting gender roles. She challenged the prevailing notion that society has made “enough” progress, highlighting the persistence of deeply ingrained biases, particularly in traditionally patriarchal settings.

The practical realities of corporate action were further explored by Thuthula Ndunge, KPMG’s Transformation and Inclusion lead, who delivered a stark wake-up call. She highlighted the critical gaps in workplace responses to GBVH, including a lack of adequate policies and reporting mechanisms. She shared findings from a KPMG study which revealed that 94% of companies still lack comprehensive workplace GBVH policies, leaving employees – especially women – in vulnerable positions. She emphasised that addressing GBVH is not just a moral imperative but a business one. The economic costs of inaction are significant, with absenteeism, turnover, and reputational damage impacting bottom lines. Examples like Woolworths’ integration of safe spaces into its retail environments, provided tangible proof that corporate initiatives can make a difference when backed by real commitment.

Audience participation further drove home the importance of action over rhetoric, with a push for accountability and practical solutions. One attendee questioned how to effectively track the improvement of policies and the acceleration of gender equality. Responses emphasised the need to go beyond written policies by actively engaging with employees through surveys and open dialogue to gauge the real impact on the ground. A particularly poignant concern emerged from a rural development program where women’s empowerment efforts inadvertently triggered increased GBV from men at home. This starkly illustrated the complex interplay of cultural norms and the critical need for holistic interventions that include men in the conversation. The sensitive issue of Non-Disclosure Agreements (NDAs) in GBV cases was also raised, prompting a strong stance against their use to silence victims and protect perpetrators.

The forum’s final panel, featuring leaders from Standard Bank, ENS Africa, and Avon, showcased concrete examples of tangible corporate initiatives, from investing in grassroots organisations and healthcare programs for intimate partner violence to providing pro bono legal assistance to survivors and leveraging extensive networks for awareness and support. A challenge from the audience to create a “GBV universe” with data-driven insights and resources for intervention highlighted the desire for more coordinated and effective action across the private sector. The recurring theme of engaging traditional leaders to address the deep-rooted causes of GBV, including historical injustices and harmful cultural norms, further emphasised the multi-faceted nature of the problem and the necessity of forging diverse partnerships

Ultimately, the CEO Connect Forum delivered a powerful and unequivocal message: addressing GBV and fostering gender equality in the workplace demands a radical shift from rhetoric to action. It requires intentional strategies, robust policies, courageous leadership, and authentic engagement with employees and communities. The insightful questions and impassioned contributions from the audience served as a potent reminder of the need for sustained dialogue, shared learning, and, most critically, collaborative action.

By Joy Ruwodo