Why report workplace violence? It can harm employees' physical and mental well-being and reduce an organization's ability to perform.
What is workplace violence?
Workplace violence includes harmful conduct that undermines a safe, supportive environment and limits people's ability to work. Organizations should seek to prevent and address it.
A trusted way to report concerns can strengthen an organization's response and support better corporate governance.
How can organizations address the problem?
An ethics or reporting hotline can help identify concerns early. Such channels are often part of broader compliance programs designed to detect and prevent misconduct.
Over time, ethics programs have also used reporting mechanisms to help organizations uphold their Codes of Ethics.
Good practice for a reporting channel can include:
- Considering an independent operator for the reporting line
- Setting clear, reasonable targets for case handling rather than promising one deadline for every case
- Allowing anonymous reports where appropriate and protecting people from retaliation
- Offering multiple ways to report
- Training people and communicating ethical expectations
A reporting line is one component of an integrity system. Each organization should adapt the design and procedures to its risks and applicable rules.
How can a reporting line be implemented?
Specialists such as a compliance officer, external adviser, or qualified internal team can help. A starting sequence is:
- Draft a Code of Ethics and Conduct
- Explain values and expected behavior to each stakeholder group
- Train employees
- Create an ethics committee or suitable oversight body
- Assign trained staff to investigate cases fairly
These elements help build an ethical foundation and reduce risks such as workplace violence.
Mexico's NOM-035 addresses psychosocial risk factors
The source article discusses NOM-035-STPS-2018 and psychosocial risks . Specific reporting obligations depend on the current legal text and an organization's circumstances; this translation should not be treated as legal advice.
A reporting channel may permit anonymity, while a way to contact the person can help follow up and protect them. Confidentiality and anti-retaliation safeguards are essential.
An external operator can be useful for independence and information protection, but it is not automatically required for every organization. The channel should fit its legal obligations and practical needs.
You have read Why Report Workplace Violence? We also recommend: How to Identify Psychosocial Risks