Violence against women remains one of the most pervasive and devastating human rights issues globally. This reality is starkly visible in the transport sector, where workers – especially women – face high levels of violence from third parties. As we mark the International Day for the Elimination of Violence Against Women on 25 November, we must confront this harsh truth: violence is not just a societal issue; it is a workplace issue too.
Despite some progress, including the EU directive on combating violence against women and domestic violence, our work is far from complete. Women in transport often face harassment, abuse, and even physical violence. These acts aren’t confined to interactions with unruly passengers or customers; they extend to colleagues, supervisors, and even household members. Such violence creates a formidable barrier for women entering and staying in transport jobs, reinforcing patriarchal systems and limiting their participation in a sector that desperately needs diversity.
The root problem is systemic. Harassment in the workplace is often trivialised or ignored, leading to a culture of silence and impunity. Worse still, there is no unified legal framework addressing violence against women in the world of labour. Definitions of gender-based violence vary across jurisdictions, making it harder to ensure consistent protections for victims and hold perpetrators accountable. Without strong, uniform measures, we fail the workers who drive our economies forward.
To address these challenges, we need bold and immediate action. The European Parliament and Council must adopt a directive explicitly targeting violence against women in the workplace. This directive should include clear definitions of all forms of gender-based violence—such as harassment, cyberviolence, and assault—and establish robust penalties for perpetrators, regardless of their position. Employers must be held accountable for creating safe environments, with mandatory victim protection systems that function both inside and outside the workplace.
We also need better data. Violence in the workplace, particularly after the pandemic, is alarmingly underreported. Employers often treat this data as proprietary information, shielding the extent of the problem from scrutiny. But understanding the scope of violence is essential to crafting effective solutions. That’s why the Women’s Committee of the European Transport Workers Federation (ETF) is launching a new survey to assess the current state of violence against women workers. Our previous survey in 2018 revealed shocking levels of abuse. We need to determine if current measures are working or if additional corrective actions are necessary.
One critical tool for change is **ILO Convention 190**, which outlines measures to combat violence and harassment in the workplace. Yet, only 11 European countries have ratified this convention. It’s time for all EU member states to follow suit and for unions to intensify campaigns for its ratification. Employers must also step up with tangible actions, recognising that violence is not “part of the job” and can never be normalised.
Some argue that the transport sector is already grappling with labour shortages and that addressing workplace violence could increase costs or deter recruitment. But the reality is the opposite: failing to act drives women out of the workforce and prevents others from joining. A safer, more inclusive workplace benefits everyone—workers, employers, and society as a whole.
As we push for more women in transport, we must ensure their safety and dignity. This is not just a moral imperative; it is essential for building a fair, inclusive, and thriving sector. On this International Day for the Elimination of Violence Against Women, let’s commit to real change. Violence must never be part of the job.
Sara Tripodi
Chair of ETF’s Women’s Committee
