Ghana vs Nepal: Legislation on sexual harassment in employment
Ghana
1 (1=yes; 0=no)
in 2023
Nepal
1 (1=yes; 0=no)
in 2023
Ghana rank
1st
Nepal rank
1st
Legislation on sexual harassment in employment over time
- Ghana
- Nepal
How they compare
Ghana currently reports 1 (1=yes; 0=no) against 1 (1=yes; 0=no) in Nepal, a difference of 0 (1=yes; 0=no).
The two have swapped places 2 times across 54 shared years of data; in 1970 it was Nepal ahead.
Ghana ranks 1st and Nepal ranks 1st of 188 countries.
Ghana has averaged higher in every one of the 6 decades both report.
Head to head by decade
| Decade | Ghana | Nepal | 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=yes; 0=no) | 0 (1=yes; 0=no) | 0 (1=yes; 0=no) | — |
| 2000s | 0.6 (1=yes; 0=no) | 0 (1=yes; 0=no) | 0.6 (1=yes; 0=no) | Ghana |
| 2010s | 1 (1=yes; 0=no) | 0.5 (1=yes; 0=no) | 0.5 (1=yes; 0=no) | Ghana |
| 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, Ghana or Nepal?
- Ghana, at 1 (1=yes; 0=no) against 1 (1=yes; 0=no) in Nepal as of 2023.
- What is the difference in legislation on sexual harassment in employment between Ghana and Nepal?
- 0 (1=yes; 0=no), with Ghana ahead.
- How many years of comparable data are there for Ghana and Nepal?
- 54 years are reported by both, from 1970 to 2023.
- How do Ghana and Nepal rank globally for legislation on sexual harassment in employment?
- Ghana ranks 1st and Nepal 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.