From August 1, 2024, the Karin Law will come into force, a regulation that sanctions a wide number of behaviors that qualify as workplace and sexual harassment. The initiative was promoted after the death of the young Karin Salgado in 2019, a nursing technician who ended her life due to the workplace harassment she suffered at the Herminda Martín Hospital in Chillán.
In this sense, according to the information revealed in the First Report on Business Equity and Good Governance, 35% of companies in Chile do not have training for their workers on workplace and sexual harassment. While 12.5% do not have any prevention policy in these matters.
Worrying figures, considering that by August there will be 18 new situations that will qualify to be sanctioned as workplace harassment in the new legislation. As a result, Randstad’s Human Capital Director, Miguel Capurro, provides a series of recommendations to companies to align with the new regulations.
First, organizations must work on sexual workplace harassment policies, protocols, and investigation.
Second, training and awareness must be applied with a gender perspective at all levels of the company.
Third, it is important for employers to ensure a safe and confidential environment in case a worker wants to make a complaint.
Fourth, companies must offer psychological and legal support for victims.
Fifth, work flexibility is also a good option to facilitate the process that victims are experiencing.
Sixth, maintaining open and transparent communication from employers or company leaders will help create an environment of trust.
Finally, continuous monitoring and evaluation will ensure the effectiveness of the policies and feedback to workers.
