Breathe
By Fátima Masse
The #25N is a day that seeks to alert about violence against women, as well as to reflect on what can be done to prevent and address cases from our sphere of action.
In this context, it is worth talking about violence in the world of work, which exists and is probably one of the most powerful reasons why many employers enter the gender equality agenda, either because they want to eradicate it or because they are afraid of the legal and reputational consequences of a serious case with their workforce.
Let's look at the figures: in Mexico, 19.7% of women who have worked have suffered some type of violence during their lives, according to the National Survey on the Dynamics of Household Relationships 2021.. This includes from things that can be perceived as "mild", humiliations or messages with sexual innuendos, to more serious things such as physical blows or rape.
Since 2019, the Federal Labor Law obliges employers to have "a protocol to prevent discrimination based on gender and attention to cases of violence and sexual harassment" (Article 132, section XXXI). That is reinforced through NOM-035-STPS-2018 where sanctions are established in case of non-compliance.
So far so good and it is the minimum established by the ILO Convention 190 that Mexico ratified in 2022.
Based on this, I ask you, reader, is there a protocol of this nature in the company where you work? If not, there is an urgent need to develop one.
A good basis to follow is the Model Protocol for Prevention and Action in Cases of Discrimination, Harassment and Sexual and Labor Harassment in Civil Society Organizations, which was coordinated by Christian Gruenberg. which was coordinated by Christian Gruenberg. This framework can be adapted to the reality of small and medium-sized enterprises (SMEs).
Having a protocol is only the first step in building a safe and inclusive work environment. It is a document that seeks to promote a change in values and structures to transform the culture, in addition to defining inappropriate behavior and mechanisms to receive complaints, resolve and/or channel cases of violence.
Once an SME has its protocol, it is ideal to accompany the effort with periodic training so that the workforce is aware of it, as well as with sensitization on the gender perspective for those who will be part of the committees that receive complaints. Likewise, spaces for reflection should be implemented to involve the personnel in order to achieve the desired change in the work culture, something in a positive tone rather than focusing on sanctions so as not to generate rejection.
On this #25N let's remember that SMEs can implement practical actions to reduce violence and build safe work environments, where any talent can flourish without fear.
The opinions expressed are the responsibility of the authors and are absolutely independent of the position and editorial line of the company. Opinion 51.
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