Côte d'Ivoire vs Fiji: Legislation on sexual harassment in employment
Côte d'Ivoire
1 (1=yes; 0=no)
in 2023
Fiji
1 (1=yes; 0=no)
in 2023
Côte d'Ivoire rank
1st
Fiji rank
1st
Legislation on sexual harassment in employment over time
- Côte d'Ivoire
- Fiji
How they compare
Côte d'Ivoire currently reports 1 (1=yes; 0=no) against 1 (1=yes; 0=no) in Fiji, a difference of 0 (1=yes; 0=no).
Across all 54 years both countries report, Fiji has been ahead every year.
Côte d'Ivoire ranks 1st and Fiji ranks 1st of 188 countries.
Head to head by decade
| Decade | Côte d'Ivoire | Fiji | Difference | Ahead |
|---|---|---|---|---|
| 1970s | 0 (1=yes; 0=no) | 0 (1=yes; 0=no) | 0 (1=yes; 0=no) | — |
| 1980s | 0 (1=yes; 0=no) | 0 (1=yes; 0=no) | 0 (1=yes; 0=no) | — |
| 1990s | 0.1 (1=yes; 0=no) | 0.1 (1=yes; 0=no) | 0 (1=yes; 0=no) | — |
| 2000s | 1 (1=yes; 0=no) | 1 (1=yes; 0=no) | 0 (1=yes; 0=no) | — |
| 2010s | 1 (1=yes; 0=no) | 1 (1=yes; 0=no) | 0 (1=yes; 0=no) | — |
| 2020s | 1 (1=yes; 0=no) | 1 (1=yes; 0=no) | 0 (1=yes; 0=no) | — |
Averages of every year both report within each decade.
Frequently asked questions
- Which has higher legislation on sexual harassment in employment, Côte d'Ivoire or Fiji?
- Côte d'Ivoire, at 1 (1=yes; 0=no) against 1 (1=yes; 0=no) in Fiji as of 2023.
- What is the difference in legislation on sexual harassment in employment between Côte d'Ivoire and Fiji?
- 0 (1=yes; 0=no), with Côte d'Ivoire ahead.
- How many years of comparable data are there for Côte d'Ivoire and Fiji?
- 54 years are reported by both, from 1970 to 2023.
- How do Côte d'Ivoire and Fiji rank globally for legislation on sexual harassment in employment?
- Côte d'Ivoire ranks 1st and Fiji ranks 1st of 188 countries.
- Where does this data come from?
- Women, Business and the Law; World Bank – processed by Our World in Data, published as Legislation on sexual harassment in employment. Statizoid refreshes it automatically from the source and publishes the full history for both places.
Individual pages
About this data
Legal provisions specifically protect against sexual harassment in employment, including unwelcome verbal or physical conduct of a sexual nature.