ITF AFFILIATE OVERSIGHT GROUP INVESTIGATION

An independent investigation into allegations of harassment, sexism, misogyny and discriminatory practices within the ITF has been commissioned by the ITF Executive Board and is being overseen by the Affiliate Oversight Group (AOG). 

This page provides information on the investigation, including the Terms of Reference, details on the investigator panel and how to contribute to the process.

 


TERMS OF REFERENCE

Purpose of the investigation  

To investigate and report on allegations of harassment, sexism, misogyny and discriminatory practices within the International Transport Workers’ Federation (ITF), as raised in an article by Novara Media on 15 October 2025, any related reports referred to therein, and other cultural insights into the ITF or leadership inappropriate behaviour in order to make any recommendations to the ITF Executive Board for improvement as appropriate. 

These Terms of Reference are produced by the Affiliate Oversight Group (AOG) pursuant to the mandate of the ITF’s Executive Board in its statement adopted on 17 October 2025. It is the definitive description of the scope of the investigation from which the AOG derives its authority and thus the Terms of Reference for the investigation.
 

Instructions for the investigators

  1. To investigate and report to the AOG on allegations of harassment, sexist behaviour, misogynistic behaviour and discriminatory practices involving ITF officials and other senior staff employed by the ITF, as raised in the Novara Media article of 15 October 2025, and any related reports referred to therein, and other cultural insights into the ITF or leadership’s alleged inappropriate behaviour. 
  2. To assess the effectiveness of actions taken by the ITF in response to formal and informal reports of harassment, sexism, misogyny and discrimination.
  3. To assess relevant work to date and the ITF’s policies and procedures relating to harassment, sexism, misogyny and discrimination, and the manner in which these have been implemented, including:
    • Processes in place to prevent workplace harassment and discrimination and improve workplace culture.
    • Training provided to ITF officials, managers and other relevant staff.
    • Accessibility and effectiveness of policies and mechanisms for raising complaints and levels of confidence in these mechanisms by those covered by the policies. 
       
  4. To examine the wider issue of the ITF’s culture, particularly insofar as it is experienced by women and other underrepresented groups, and the extent to which informal ways of working, decision-making and leadership practices impact the ITF’s ability to prevent and address harassment and discrimination effectively.
  5. To consider the ITF’s responsibilities as an employer, recognising that while many staff are based in London, the organisation also employs many staff abroad and works with affiliates globally, and ensure that decisions and communications of the investigation demonstrate cultural sensitivity and avoid being too UK-centric.
  6.  To consider steps required to ensure that those reporting harassment, sexism, misogyny or discrimination are supported and not victimised during or after the process.
  7. To consider what support should be provided to those participating in the investigation.
  8. The investigators will review the handling of historic complaints to the extent they consider it necessary and appropriate to do so.
  9. The investigators may recommend re-investigation of complaints made in respect of staff or affiliates if they consider it necessary or appropriate to do so.
     

Timeframe for review 

The investigation will invite submissions from current staff, as well as former staff employed up to 31 December 2018. If anyone wishes to provide information about events that occurred before this date, those submissions will also be considered. 
 

Recommendations

Investigators to make/Investigators will make:

  1. Specific recommendations to the AOG to address areas where individual or organisational practice and/or culture could be improved in relation to preventing and responding to harassment, sexism, and discrimination.
  2. Any other recommendations to the AOG as seem appropriate.

The AOG will report findings and recommendations directly to the ITF’s Executive Board.

The ITF Executive Board will determine the extent to which any reports can be shared with staff and former staff as appropriate, respecting confidentiality of all parties concerned.

 

Rules of Procedure

  1. The conduct of the investigation will ensure awareness, cultural sensitivity, fairness, transparency, accountability and impartiality across all areas of the ITF. 
  2. This includes ensuring a clear duty of care to all employees, reinforcing and guaranteeing protections around investigation, reporting, privacy, whistleblowing and guaranteed confidentiality for anyone making allegations where requested. 
  3. For those against whom allegations are made the procedure will be transparent and fair, which includes ensuring a clear duty of care and the right to reply to allegations whether anonymous or not. 
  4. All persons who are currently employed or have been employed by the ITF or otherwise associated with the ITF may make any oral and/or written submissions to the investigators that are relevant to the Terms of Reference.
  5. The opening of the investigation will be published by the ITF. The time limit for receipt of any oral and/or written submissions to the investigators that are relevant to the Terms of Reference will be published by the investigators.
Investigator Panel

The AOG has confirmed a panel of three to lead the investigation. Each member of the panel brings deep experience in investigation, employment matters and organisational culture within international environments.

Ijeoma Omambala KC


Ijeoma Omambala KC is a barrister in independent practice specialising in equality, labour and employment law, and professional regulation. She was elected a Master of the Bench of Gray’s Inn in 2013, became a KC in 2020 and a fee paid tribunal judge in 2021.

Ijeoma is an advanced advocacy trainer with a particular interest in ethics and the rule of law who regularly trains in the UK and internationally. She held an appointment as a Legally Qualified Chair to the Medical Practitioners Tribunal Service from 2018 to 2025 and is an independent board member of the Advice, Conciliation and Arbitration Service of England and Wales.
 

Irene Kashindi FCIArb


Irene Kashindi is an Advocate of the High Court of Kenya with over 17 years of experience specialising in employment and labour relations. She is a member of the International Labour Organization’s Committee of Experts on the Application of Conventions and Recommendations and holds an LLM in Financial Services Law. She is currently pursuing a PhD in Law at Strathmore University, focusing on the intersection between labour law and technology. 

Irene has extensive experience advising on employment matters across the full workplace lifecycle, including workplace policies, investigations, disciplinary processes, and complex disputes. She regularly works on sensitive governance and workplace issues, bringing a quasi-judicial and independent approach to fact-finding, deliberation and reporting. She is also a Fellow of the Chartered Institute of Arbitrators (UK and Kenya).
 

Her Excellency Deborah Thomas-Felix


Deborah Thomas-Felix is the High Commissioner of Trinidad and Tobago to Jamaica and Ambassador to the Dominican Republic and Haiti, as well as the Ambassador Extraordinary and Plenipotentiary and Permanent Representative of the Republic of Trinidad and Tobago to the International Seabed Authority (ISA). She has had a distinguished career in law, international justice and public service, holding senior leadership roles at national, regional and international levels.

She is currently a Judge of the IMF Administrative Tribunal and a member of the International Labour Organization’s Committee of Experts on the Application of Conventions and Recommendations. She is a former President of the United Nations Appeals Tribunal and has also served as President of the Industrial Court of Trinidad and Tobago, Deputy Chief Magistrate, and Chairman of the Trinidad and Tobago Securities and Exchange Commission. She holds an LLB from the University of the West Indies, an LLM in International Legal Studies, and an Executive MBA with distinction.

 

 

Confidentiality

Safecall will pass all information directly to the investigation panel. Submissions will not be accessible to anyone at the ITF or the AOG.

Contributing to the Investigation

The investigation panel has confirmed that submissions will open on Monday, 13 April 2026. Individuals are invited to share any relevant information directly with the investigation panel that may assist with the investigation. 

Information can be provided to the investigation panel confidentially and securely through Safecall, an independent reporting service:

 

Please note that only submissions made through the Safecall portal (online or by telephone) will be considered. 

 

 

 

Frequently Asked Questions
What is the AOG and who are the members?

The Affiliate Oversight Group (AOG) was established by the ITF Executive Board following the adoption of the statement “Ending systemic exclusion of women in transport” in October 2022. The Executive Board mandated the creation of the AOG, composed of women members of the Executive Board, to support and oversee cultural change and to hold ITF leadership to account on gender equality matters.

Current membership is:

  • Christine Behle (ver.di, Germany)
  • Meryem Halouani (UMT, Morocco)
  • Mary Liew (SMOU, Singapore)

The Chair of the ITF Women Transport Workers’ Committee is always a member of the AOG.

Why is the AOG overseeing this investigation?

After serious allegations of a historical and anonymous nature were published in Novara Media in October 2025, the Executive Board mandated an independent investigation to be overseen by the AOG, at arm's length from ITF management, and reporting directly to Executive Board.

What is the investigator panel and why has a panel approach been taken?

The investigation is being conducted by an investigator panel comprising Ijeoma Omambala KC, Irene Kashindi and Deborah Thomas-Felix. A panel approach has been taken to ensure rigour, international perspectives and balanced judgement.

What happens after a submission?

All submissions will be:

  • Reviewed by the investigator panel, who may follow up for clarification or further detail where necessary.
  • Reviewed alongside all other evidence and submissions gathered during the process.
  • Included in the panel’s deliberations, helping them understand the full context and weigh different perspectives.

All submissions will be assessed confidentially and identifying information will not be included in reports.

Can I make a submission in a language other than English?

Yes. Individuals may request a call back in a preferred language, at a convenient time, by calling the relevant number on the secure submission portal. Please note that the web form on the secure submission portal is available in English only.