“ I feared to report my employer despite being unfairly treated because my daily bread (life) depended on the little salary I got from the institution but instead, waited patiently for my time to come so that I can go elsewhere.” – Respondent “I just thought I would be wasting my time. What the hell would be the difference anyway?” – Respondent “In this economy, I feared losing the only job I had and I knew that getting employment elsewhere was not guaranteed; in fact it was even close to zero.” – Respondent “Unfavourable reporting channels.” – Respondent “For fear of being fired or cited for insubordination.” – Respondent These sentiments are indicative of an environment where victims fear that making a stand against gender discrimination will have serious negative repercussions for them and also that such efforts will be futile as nothing will be done to address the problem. Some have stayed because they need the salary to support themselves and their families, and are struggling to get other jobs as the country’s unemployment rate is high. In light of the 79 percent that never lodged complaints, we asked what coping mechanisms they had. The responses ranged from passion for the industry and the job they did, confiding in loved ones, persevering and developing a thick skin and working hard in order to climb up the ranks. Their views are articulated below. “I was basically tolerant and patient hoping things would eventually change.” – Respondents “ 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 12: Do media houses have policies dealing with gender discrimination? 39 % 22 % 39 % 23