Should workplace harassment be addressed through a gender lens? Yes. This article presents two reasons to consider that approach and emphasizes identifying cases promptly to reduce legal and employment-related harm.
Identifying violence and harassment: ILO Convention C190
C190 is the short name for Convention No. 190 of the International Labour Organization (ILO). It describes multiple forms of violence and harassment connected with work and broadens the understanding of where work takes place.
The article explains that the convention protects people in formal and informal work, including volunteers, interns, apprentices, former employees, and job seekers, in both public and private sectors. It also covers situations connected with work, such as travel, work events, and training.
It includes digital communication, such as messaging platforms, employer-provided accommodation, commuting in certain circumstances, and the workplace itself.
This broad scope raises questions: How can an organization monitor all these situations? Is there an affordable way to identify them? Prompt attention to harmful conduct can help prevent more serious legal problems.
What happens if a harassment report is ignored?
The article describes a Mexican employee who reported sexual harassment to her managers and company leaders and was then dismissed. Litigation resulted in her reinstatement. A later legal remedy changed the department to which she returned and required protection for her. The case is identified in the article by digital record 2026596.
Poor handling of the complaint led to more expense and litigation than a timely internal response might have required. A corporate investigation could have given the organization information needed to act promptly.
This case shows how mishandling unethical conduct can create wider consequences. A trusted ethics hotline supported by well-communicated policies can help organizations of any size or sector respond earlier.
Good practices for preventing gender-related harassment
The article cites a harassment protocol created by the Mexican Football Federation and the men's and women's leagues following the case involving player Scarlett Camberos and others.
Such a protocol sets out steps to prevent future incidents, identify risks, respond to reports, and provide appropriate reporting channels.
Although workplace harassment is widely discussed online, it remains a recurring problem in Latin America. The article cites an EthicsGlobal report saying that more than 80% of cases received through its ethics hotline involved this type of report; that figure reflects the report available when the article was written.
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