2023-12-20 12:04:00
Workplace violence can be carried out by any co-worker, bosses, supervisors, colleagues and others; It manifests itself through behaviors such as intimidation, verbal or psychological harassment, gender discrimination, exploitation and task overload, among other harmful acts. These actions can have a considerable impact on the physical and emotional health of workers. In addition to affecting the women in question, they can undermine productivity and quality of life in the work environment, creating a challenging and harmful environment for those who experience them.
Some important data that reflect this situation in Mexico are that 27.9% of women have experienced some type of violence throughout their working lives; 18.1% experienced workplace discrimination; 12.2% received psychological violence and 1.9% physical violence, according to the National Survey on the Dynamics of Relationships in Homes (ENDIREH) 2021 of the National Institute of Geography and Statistics (INEGI). These figures are not just data, they reflect more than 11 million women who have experienced some type of violence in their workplace.
Fortunately, in our country there are laws to eradicate the psychosocial risks that can arise due to violence, an example of this is NOM-035, which allows us to identify the state of well-being of our collaborators and, above all, what to do to mitigate the risks that lead to occupational danger, such as effects on leadership, burnout syndrome, interference in the life-family relationship, violence and conditions in the work spaces.
Over the past year, companies have focused their attention on these issues. According to data from the Global Wellbeing Survey conducted by Aon, 82% of companies in the country consider that the comprehensive health of their employees has become a fundamental concern. Some examples of these topics include mental and emotional health, work environment and culture, and diversity and inclusion. In Latin America, 70% of companies have Diversity, Equity and Inclusion (DE&I) policies that address issues such as sexual orientation.
In addition to these challenges in the workplace, women also encounter financial obstacles that impact their overall well-being. Lack of financial education can be a significant barrier, limiting your ability to make informed decisions about saving, investing, and financial planning.
Some measures that I would like us to take into account and address for the well-being of our collaborators are:
– Zero tolerance: We must create safe spaces and establish policies to combat violent behaviors that persist in some organizations. This involves changing current cultural attitudes and preventing these attitudes from being passed on to future generations.
– Equitable leadership: It is essential to recognize and value our collaborators at all hierarchical levels. An equity analysis in female leadership positions and programs are steps in the right direction to ensure that women have equal opportunities to advance in their careers.
– Financial education for them: Implementing financial education programs designed especially for them can be very useful to improve understanding of basic financial concepts, budget planning, savings and investment.
– Promote more women in management positions: including female voices on the board of directors will not only allow different points of view to be taken into account when making decisions, it will also send a clear message to employees about the company’s vision regarding the role of women in strategy, daily operation and how to eradicate the gender gap.
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