“I was basically tolerant and patient hoping things would eventually change.” – “I complained but the perpetrator was defended by our supervisor.”- Respondent “love what I do, so nothing or anybody can make me quit, I will do whatever it takes to keep doing what I do, even if it means suffer in silence.” – Respondents “I think confronting helps but more appropriately confiding in someone.” – Respondents “Speaking out with friends and some close members of my family because I believe speaking out or sharing with a loved one reduces the tension inside.” – Respondents Gender relations in the workplace require active and ongoing management. It is therefore important to fully comprehend the broader implications of what constitutes gender equality and conduct employment systems review of policies, procedures and practices. A media organisation’s environment plays an important role in fighting gender discrimination. In addition, its response to gender discrimination has the potential to cause the most t damage or foster an environment where gender discrimination is not acceptable. Figure 11: Whether victims of gender discrimination lodged a complaint or not. Interestingly, respondents to this question gave a different answer to that asked in Figure 10. It is concerning because it reveals a disjuncture between what media workers would want to do(Figure 10) and what they really do(Figure 11) when they have actually suffered discrimination. Seventy nine percent of the media workers did not lodge a complaint. This is attributed to the level of discrimination being so severe that victims felt helpless because more often than not in instances where it was reported the perpetrators are not taken to task. What is more telling are some of the reasons victims never lodged complaints as reflected below. 22