Sexual harassment remains a notable concern for women in Nigeria. It is a reality many women in Nigeria face every day, whether at work, school, or public spaces.
Even though there are laws meant to stop it, speaking up often comes with stigma, blame, or being ignored altogether. Many women stay silent, not because they want to, but because they fear the consequences.
As the world celebrates International Women’s Day 2025, it’s time to examine why this continues and what needs to change, not just in the law but also in society’s response to it.
Just recently, Senator Natasha Akpoti-Uduaghan accused Senate President Godswill Akpabio of sexual harassment, which brought the issue to national attention.
This shows us that sexual harassment is still happening, even to women in powerful positions.
Background of Natasha-Akpabio Saga
In February 2025, Senator Natasha Akpoti-Uduaghan accused Senate President Godswill Akpabio of sexual harassment, which he denies.
The disagreement began over Akpabio’s decision to change the seating arrangement in the Senate without notice:
She also expressed frustration at Akpabio’s repeated refusal to acknowledge her. Akpabio, in turn, called Akpoti-Uduaghan ignorant, and his spokesperson criticized her attire and focus.
Akpoti-Uduaghan alleged that Akpabio made unwelcome sexual advances towards her during a visit to his home in December 2023.
She alleged that Akpabio held her hand, showed her around his house, made sexual propositions, and implied she should take care of him for favorable treatment of her legislative motions.
Akpoti-Uduaghan likened her situation to a student failing due to refusing a lecturer’s advances and stated that Akpabio was a friend of her husband.
However, Akpabio denied the allegations, stating he was raised with strong values and has never harassed any woman.
His wife, Uloma, also defended him and filed a defamation lawsuit against Akpoti-Uduaghan. The Senate’s ethics committee dismissed Akpoti-Uduaghan’s complaint, citing procedural rules violations.
Subsequently, the Senate suspended Akpoti-Uduaghan for six months, withdrawing her allowances and security.
Akpoti-Uduaghan cited previous allegations of sexual harassment against Akpabio by Dr. Joy Nunieh, former Acting Managing Director of the Niger Delta Development Commission (NDDC), who claimed Akpabio made unwanted advances towards her in 2020.
Definition of Sexual Harassment
According to the UNHCR, sexual harassment is defined as any unwelcome conduct of a sexual nature that might reasonably be expected or be perceived to cause offense or humiliation.
This can occur in or outside the workplace and during or outside working hours, including during official travel or social functions related to work.
Sexual harassment is considered grave and inherently causes individual, social, and reputational harm.
It is particularly serious when it interferes with work, is made a condition of employment, or creates an intimidating, hostile, or offensive environment.
Forms of Sexual Harassment
Sexual harassment can manifest in various forms, including:
1. Physical Conduct
- Unwanted Touching: This includes actions like placing an arm around someone, touching parts of the body without consent, or blocking someone’s path.
- Physical Interference: Preventing someone from moving or completing tasks through physical means.
2. Verbal Conduct
- Catcalling: Whistling or making sexually suggestive comments, often directed at strangers.
- Unwelcome Flirting: Persistent and unwanted advances.
- Sexual Jokes: Comments or jokes about sexual acts or orientation.
- Graphic Comments: Unwelcome remarks about a person’s body.
3. Non-Verbal Conduct
- Unwelcome Gestures: Looking someone up and down in a suggestive manner, or blocking their path.
- Indecent Exposure: Displaying sexually explicit images or objects.
4. Quid Pro Quo (Something for Something)
This involves making employment conditions dependent on sexual favors, such as promotions or job security in exchange for sexual compliance.
5. Retaliation
Punishing someone for resisting sexual advances or reporting harassment, which can include termination, demotion, or other negative employment actions.
6. Hostile Work Environment
Creating an environment where sexual harassment is pervasive and interferes with work, even if not directly targeted at an individual.
Statistics
In 2023, a comprehensive survey by the National Campus Climate Baseline Survey on Sexual Harassment in Nigerian Tertiary Institutions, revealed that 63% of female students in Nigerian universities experience sexual harassment at the hands of staff and fellow students.
In Southwestern Nigeria, a study conducted in 2023 at the Federal University of Technology, Akure, reported a prevalence of 48.2% of sexual harassment among female undergraduates.
In 2023, a survey conducted by Alliances for Africa, the Committee of Gender Directors in Nigerian Universities, and top government officials revealed that 63% of female students in Nigerian universities experience sexual harassment at the hands of staff and fellow students.
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Legal Framework
1. Constitution of the Federal Republic of Nigeria, 1999
- Section 34 protects the dignity of the human person by ensuring that no person is subjected to inhuman or degrading treatment. This section actively safeguards individuals from violations that can occur through sexual harassment.
- Section 42 actively ensures freedom from discrimination, which can be applied to cases of sexual harassment where individuals are discriminated against based on their gender.
2. Criminal Code (Applicable in Southern Nigeria)
- Section 351 addresses unlawful assault, which individuals commit when they engage in forms of sexual harassment.
- Section 352 deals with assault with intent to have carnal knowledge, which perpetrators commit when they engage in severe sexual misconduct.
- Section 360 specifically addresses indecent assault on women or girls, which individuals commit when they engage in acts of sexual harassment.
3. Penal Code (Applicable in Northern Nigeria)
- Section 281 prohibits individuals from procuring or enticing a woman or girl for immoral purposes, which can include acts of sexual harassment.
- Section 285 covers acts of gross indecency, which individuals commit when they engage in non-consensual sexual acts.
4. State Laws
Lagos State Criminal Law, 2011
- Section 264 defines sexual harassment and prescribes a penalty of up to three years imprisonment for individuals who commit such acts.
Kaduna State Penal Code Law, 2017
- Section 262 defines sexual harassment and prescribes a penalty of at least three years imprisonment for offenders.
Ekiti State Gender-Based Violence (Prohibition) Law, 2019
- Section 63 defines sexual harassment as conduct that individuals engage in to demean or humiliate others.
5. Violence Against Persons (Prohibition) Act, 2015 (VAPP Act)
- Section 46 defines sexual harassment as unwanted conduct that individuals engage in to demean or humiliate others, creating a hostile environment.
6. Sexual Harassment in Tertiary Educational Institutions Prohibition Act, 2016
Section 4 makes individuals who commit sexual harassment in tertiary institutions liable to up to five years in prison.
7. National Industrial Court Civil Procedure Rules 2017
- Order 14 recognizes sexual harassment as an actionable claim and provides guidelines for proving it in court, which individuals can use to seek justice.
Penalties for Sexual Harassment
1. Kaduna State Penal Code Law, 2017
Individuals who sexually harass others in Kaduna State are liable to imprisonment for a term of not less than three years or a fine of not less than N100,000, or both (Section 262 (2).
2. Criminal Law of Lagos State, 2011
People who commit sexual harassment in Lagos State are liable on conviction to imprisonment for three years (Section 264).
3. Proposed Legislation for Tertiary Institutions
Offenders found guilty of sexual harassment in tertiary institutions face a maximum sentence of 14 years in prison, with a minimum of five years without the option of a fine16. Additionally, heads of institutions who fail to address such complaints may face up to five years in prison or a fine of N5 million.
4. General Provisions
The Criminal Code and Penal Code actively impose penalties for offenses like assault and indecent assault, which can include forms of sexual harassment, with varying penalties including imprisonment and fines.
