In the context of November 25th, we analyze the conditions of gender-based violence in the palm oil sector and the urgency of fulfilling corporate commitments to women's rights.
On November 25th, the International Day for the Elimination of Violence Against Women was commemorated—a date established to honor three Dominican sisters who were brutally murdered under the dictatorship of their country.
Today, November 25th serves as a crucial moment to spark debate on the progress made in eradicating gender-based violence in each country.
From the Palm Rights Observatory, we address and analyze the risks women face of becoming victims of violence in the palm oil production sector and the commitments that must be upheld under the framework of sustainable palm oil standards.
Criteria 6.5 of the Roundtable on Sustainable Palm Oil (RSPO) states that "There is no harassment or abuse in the workplace, and reproductive rights are protected." This entails a series of actions companies must consider. For example, communicating anti-sexual harassment and violence policies at all levels within the company; ensuring reproductive rights, such as allowing new mothers to breastfeed in appropriate, safe facilities (the guideline for this criterion recommends a gender committee to assess new mothers' needs). Additionally, companies must implement an anonymous grievance mechanism and provide counseling to women affected by violence.
But do palm oil companies in Guatemala and Honduras comply with these criteria?
According to a survey conducted by CNV Internationaal's Fair Work Observatory (see link), in Honduras, out of a sample of 129 respondents across 10 companies, 71% of workers reported that either no measures were in place or they were unaware of any measures supporting female workers. This indicates either a lack of measures or ineffective communication about women's rights.


Moreover, 68% of the surveyed workers in this sample stated they did not know the procedures to report cases of abuse, violence, or any other form of harassment.
In Guatemala, significant figures emerged regarding reports of discrimination and harassment. In an RSPO-certified company, out of 13 respondents, 2 reported awareness of complaints filed against the company for discrimination and abuse. Meanwhile, in a non-RSPO-certified company, out of 49 respondents, nearly half (22 people) reported complaints of discrimination and harassment against their employer.
Are breastfeeding breaks and childcare facilities available in palm oil companies? Oxfam conducted a monitoring study in 2019 with five palm oil companies in northern Guatemala. Most companies complied with providing breastfeeding breaks, typically allowing mothers to leave work an hour early. However, most companies lacked childcare facilities on plantations, and there were no adequate or safe spaces for breastfeeding. Both Guatemalan and Honduran national laws mandate such facilities only if a company employs more than 30 women.
Since RSPO principles adopt a national interpretation process, it is justifiable for companies to adhere to the labor laws of Honduras and Guatemala. However, there is room for improvement in this area. Companies should go beyond national legislation to ensure mothers' rights to childcare, fostering suitable conditions for women.
On another note, does a company's responsibility for gender-based violence exist only when incidents occur within the company? This is another critical reflection, even in light of RSPO criteria.
Recently, Oxfam documented cases of gender-based violence caused by private security companies hired for palm oil operations. In Guatemala, women’s organizations reported that members of private security forces harassed women in communities. They even documented a case of rape involving the security personnel of a non-certified company. This occurred in the context of establishing new palm plantations, where security forces play a role in protecting new crops in areas facing opposition and land ownership controversies.
In such a sensitive environment, it is essential to recognize that violence against women stems from power imbalances. In community contexts where companies employ heavily armed security personnel, the power disparity is more evident, enabling abuses like those mentioned above.
Thus, companies must implement policies and mechanisms to prevent and address violence against women—both incidents involving female workers and those occurring in the community involving company personnel or contractors. A best practice would also include raising awareness among workers about violence against women.
It is worth highlighting a good practice in this area. In Guatemala, a palm oil company has improved its approach to handling gender-based violence complaints. After an external audit of its grievance mechanism—of which Oxfam was a part—recommended actions, the mechanism incorporated women to handle gender-based violence complaints and developed a protocol for addressing sexual harassment cases.
To honor the purpose of the November 25th commemoration, palm oil companies and key stakeholders in the supply chain are encouraged to continue promoting stronger policies and mechanisms to ensure women's right to live free from violence.