The risk
Violence and harassment are systemic risks across transport supply chains that disproportionately affect women transport workers. These abuses undermine workers’ safety, health and dignity, restrict access to decent work and expose companies to serious legal, operational and reputational damage.
Transport is recognised as one of the sectors most exposed to violence and harassment under ILO Convention 190 (C190), which establishes the global standard for preventing and addressing violence and harassment in the world of work – including third-party violence and commuting. The Convention confirms that violence and harassment are occupational safety and health (OSH) risks and must be prevented and remediated accordingly.
Violence and harassment are closely interconnected with other risks outlined in this guidance. These risks often compound one another and must be addressed collectively.
The nature of transport work increases exposure. High mobility work, cross-border operations and public-facing roles increase exposure to third-party violence from passengers, customers, authorities and the public. Handling money, enforcing tickets or operating in high-risk environments further elevate risk. Isolation and lone working, particularly at night or in remote locations, significantly increase vulnerability. Subcontracting and precarious employment can weaken accountability and deter reporting, while informal or misclassified workers may lack effective protection altogether.
Violence and harassment often intersect with forced labour risks, particularly where workers are dependent on employers or intermediaries and unable to leave abusive situations. The lack of safe access to sanitation facilities, especially for women, can also heighten workers’ exposure to violence and harassment.
Women transport workers also face heightened exposure due to occupational segregation and concentration in lower-paid and precarious roles. Young workers, migrant workers and LGBT+ workers may also face elevated vulnerability due to insecure employment status, limited access to protection mechanisms and discrimination. Violence and harassment act as barriers to recruitment, retention and progression, contributing to systemic exclusion from the sector. In many contexts, violence is normalised or underreported due to stigma, fear of retaliation or lack of effective grievance mechanisms.
Domestic violence also intersects with work. It affects attendance, performance and workplace safety, and can expose co-workers and operations to risk. The commute to and from work is another significant site of exposure.
Companies and supply chain actors must treat violence and harassment as critical human rights and occupational safety risks within HRDD across direct, contracted and subcontracted operations.
Prevention of violence and harassment must be integrated into occupational safety and health policies and procedures and align with ILO Convention 190, and explicitly address gender-based violence, third-party violence and risks for transport workers during commuting.
As part of HRDD, companies must assess how operational and commercial decisions contribute to risk – including isolation and lone working, understaffing, workplace design, insecure work and subcontracting arrangements and inadequate access to sanitation facilities.
Robust, accessible and confidential reporting mechanisms must be established across supply chains. Workers must be able to report incidents, refuse unsafe work and access protection without retaliation or loss of income. This must extend throughout contracting chains.
Risk assessments must be gender-responsive and consider the heightened vulnerability of women, young workers, migrant workers and LGBT+ workers. Companies must also address safe commuting, including ensuring that workers are protected during travel linked to work activities.
Effective prevention requires ongoing engagement with workers and their trade union representatives, including cooperation with the ITF and its affiliated unions, to identify risks, negotiate protections and monitor implementation.
Prevention requires sustained engagement with workers and their trade union representatives, including cooperation with the ITF and its affiliated unions, to identify risks, negotiate protections and monitor implementation across supply chains.
Where incidents occur, companies must act immediately to investigate, protect affected workers and provide effective remediation. Failure to prevent and address violence and harassment exposes companies to legal liability, regulatory scrutiny, operational disruption and reputational damage.