25% of collaborators indicate having felt harassed at work, of which 77% correspond to testimonies of women. In addition, only 4% of the people who suffered this type of harassment have made the corresponding complaint, according to the survey carried out by Atalla Legal.
This is due to very important factors such as the lack of identification of “sexist behavior” as behavior that can generate an act of sexual harassment., the normalization of this practice, the lack of knowledge of how to treat the alleged victim and the fact of believing that because there are no complaints there are no victims, explains Pamela Navarro, director of Atalla Legal. “And this is a problem that must go beyond just compliance with the standard, it needs awareness-raising work among collaborators,” she highlights.
Currently, there is Law No. 27942, Law on the Prevention and Punishment of Sexual Harassment, which has a modification in the norm that sanctions, as an objective part, any behavior of a sexual or sexist nature and/or connotation that is unwanted and/or rejected by the victim, and the subjective part, generating a hostile, intimidating and humiliating environment . Likewise, it indicates that the conduct no longer needs to be accredited, and that the degree of hierarchy, place or whether it occurred within or outside the working day is no longer relevant.
In that same sense, the study also revealed that 77% of people report having heard or received jokes or double meaning and sexist phrases at work; as well as that the majority (67%) of women consider that their gender once played against them at some point in their professional development.
“There is a myth that we have to work on, because this is not only aimed at women, we have to empower men and all vulnerable people, so that they can report this type of act. Everyone should feel comfortable with their identity, with their sexual orientation, with their body, with the way they develop and thus encourage environments free of gender violence. We have to start respecting our differences,” says Navarro.
It is worth remembering that according to the modification to the regulation on prevention, employers have the obligation to implement a Committee for Intervention against Sexual Harassment (CIHS) or delegate, train employees in prevention and punishment of sexual harassment at the beginning of the employment relationship. , implement case investigation procedures, issue regular information to workers and record complaints on the “Work without harassment” platform.
Source: Larepublica
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