Chiron Prevention, a leading company in Occupational Risk Prevention, has highlighted the urgent need for organizations to implement clear and effective protocols to address workplace harassment. In a context where this phenomenon has gained notable relevance, the consultant emphasizes that these protocols should go beyond mere complaint management, promoting a corporate culture that rejects and considers unacceptable any behavior that violates the fundamental rights of workers.
Ana del Castillo, a specialist in Psychosociology at Chiron Prevention, explains that the main objective of these protocols is to prevent harassment, as well as to express the firm position of the company against any type of violence in the workplace. For this reason, it is essential that these documents include a clear commitment from the company to investigate and prevent inappropriate behavior.
The first step in creating these protocols is to define precisely what behaviors are considered unacceptable. Chiron Prevention recommends providing examples that help differentiate between interpersonal conflicts and situations that can be classified as psychological harassment, discrimination, or sexual harassment, especially considering the vulnerability of certain groups such as women, minors, and LGBTQ+ individuals. Del Castillo points out that it is essential to involve social representatives in these processes to ensure a comprehensive perspective.
Furthermore, the company emphasizes the importance of training and raising awareness among all employees, especially those in positions of responsibility, so that they are able to identify and prevent these risks effectively. When a possible case of workplace harassment arises, the protocol should specify the steps to be taken, ensuring a confidential and respectful process. This includes the designation of specialized personnel to manage the situation and the implementation of precautionary measures to protect the parties involved during the investigation.
Chiron Prevention suggests that, in the initial phase, mediation mechanisms should be considered to try to resolve the conflict without the need for a formal procedure. However, if an effective solution is not achieved and there is concrete evidence of harassment, a more thorough investigation should be initiated. This investigation can be carried out by an Internal Commission or by a specialized external entity, ensuring the documentation of the process and its respective follow-up.
The effectiveness of a protocol for preventing workplace harassment is based on its ability to ensure speed, transparency, confidentiality, and protection of the rights of all parties involved. With the recent approval of Law 2/2023, which protects individuals who report offenses, including workplace harassment, the need to implement these protocols is further reinforced. This regulation establishes that companies with more than 50 employees must have a single channel for complaints, thus contributing to the creation of a safer and more accessible work environment. Additionally, victims of harassment have the option to not only resort to the internal mechanisms of the company but also to the labor authority for support.
Source: MiMub in Spanish
