15/10/2026
MEDIA STATEMENT
FOR IMMEDIATE RELEASE
TUESDAY, 15 OCTOBER 2026
OFFICE OF THE SPEAKER
NORTH WEST PROVINCIAL LEGISLATURE
The North West Provincial Legislature (NWPL) welcomes the investigation by the Commission for Gender Equality into institutional accountability, prevention, complaints handling mechanisms relating to harassment, bullying, sexism and violence against women and vulnerable groups within Provincial Legislatures.
This investigation seeks to assess whether existing institutional frameworks adequately protect vulnerable workers, and the NWPL fully supports this process.
As a Chapter 6 constitutional institution, our mandate is law-making, oversight and promotion of public participation. Our vision is to be a leading, people-centric Legislature upholding good governance, transparency and inclusiveness for an empowered and prosperous province.
Our values — Human Dignity, Equality, Responsiveness, Integrity, Trustworthiness, Professionalism, Teamwork, Adaptability and Respect — reflect the values of the Constitution.
The NWPL affirms that non-racialism and non-sexism are foundational values of the Constitution. The Bill of Rights binds the Legislature, Executive and Judiciary to respect, protect, promote and fulfil all rights. The equality clause prohibits any conduct which undermines gender equality, and Section 10 on Human Dignity recognises the inherent dignity of every person, which is vital to combat gender subordination and violence, including sexual harassment.The Legislature has fair representation of female Members across governance structures,
In terms of administration, as at May 2026, the approved establishment is 322 positions with 236 employees. Management comprises 23 managers (15 male, 65.2% and 8 female, 34.8%). Racial representation is 228 African, 3 Coloured, 3 White and 2 Indian. The Legislature acknowledges that it is not yet meeting the 3% disability target and participates in the North West Disability Forum to address this.
Workplace Harassment Policy (approved and in place since 2016, currently being aligned to the Code of Good Practice on Prevention and Elimination of Harassment in the Workplace 2022).Members take an oath to abide by the Constitution and uphold the law. In terms of the Executive Members Ethics Act,
Members must not act in a manner inconsistent with their office or compromise the credibility and integrity of their office. Members are accountable to the electorate and have a duty to maintain public trust, perform duties with honesty, integrity and regard to the common good, and promote ethical conduct by leadership and example.
To enforce this, the Legislature has established the Office of the Integrity Commissioner, an independent office which investigates ethical complaints by or against Members and makes detailed recommendations to the Speaker.
The Legislature has implemented awareness initiatives aimed at promoting a safe, respectful and harassment-free working environment, including the Annual Men’s and Women’s Conferences held for four consecutive years addressing sexual harassment, workplace bullying, femicide and gender-based violence.
The Legislature has mechanisms for reporting, investigating and managing complaints involving employees, management and MPLs, including safeguards against victimisation, utilisation of external investigators and precautionary measures such as suspension or changing reporting lines. Records are maintained even where complaints do not proceed to formal disciplinary hearings.
The Legislature notes national research indicating that 68% to 76% of women in South Africa experience sexual harassment at least once during their lifetime or professional careers, and that 9.8% (about 2.1 million) have experienced sexual violence (Source: UKZN studies). This underscores the importance of our institutional interventions.
The NWPL has finalised a climate and culture survey instrument which will be administered in early 2027. The Legislature has also developed an HR Change Management Strategy to provide guidelines for the implementation of employee climate surveys, which is currently undergoing internal consultation. Once approved, it will provide a framework for assessing workplace culture and identifying institutional challenges.
The Legislature acknowledges institutional gaps in workplace harassment prevention, employee wellness, policy implementation and organisational alignment. Corrective measures include continuous climate surveys, policy alignment with recently amended legislation and strengthened ICT-based advocacy to improve accessibility.
Future plans include,Intensifying advocacy programmes on GBVF, workplace bullying, harassment and by-stander interventions;Encouraging victims to report all forms of harassment;Development of a Protected Disclosure Policy; and Public outreach on Sexual Harassment and Gender-Based Violence.
The NWPL continues to advance gender equality through the Multi-Party Women’s Caucus, Commonwealth Women Parliamentarians (CWP), Women Sectoral Parliament, Integrated Women’s Day Event and the Basadi Re Aga Setshaba event.
The North West Provincial Legislature remains committed to following up on our commitments and making your future work better — building an ethos based on equality and dignity for all.
ENDS
Issued on behalf of the Office of the Speaker
North West Provincial Legislature-Hon Ntsetsao Viola Motsumi.
For Media Enquiries contact: Mr Vuyo Mantshule
Media Liason officer
0732177335
[email protected]
