Violence and harassment in the workplace are recurring concerns, as their effects can cause damage to workers’ physical and mental health, as well as having an impact on society and business results as a whole.
With the aim of boosting social justice and ensuring fairness in labor relations, Convention 190 was approved in 2019 in celebration of the centenary of the International Labor Organization (ILO), representing a significant milestone in the recognition of violence and harassment in the workplace as a violation of fundamental rights.
The importance of Convention 190 in Brazil
In Brazil, the ratification process began in March 2023 and has been widely defended by trade unions, the Labor Judiciary, the Labor Prosecutor’s Office and institutions committed to protecting human rights.
The mobilization reflects the importance of strengthening prevention and rights promotion policies, contributing to a safer and more equitable organizational culture in companies.
In general, Convention 190 applies to all workers, regardless of their employment relationship, covering not only formal employees, but also the self-employed, trainees, apprentices, volunteers and even jobseekers.
This broad approach reinforces the need to protect all individuals who interact in work contexts, recognizing that everyone can be affected by harassment and violence.
What changes with Convention 190?
One of the main innovations of ILO Convention 190 is the integrated treatment of violence and harassment in the workplace.
By adopting the expression “violence and harassment”, the international law presents a unified concept for these terms, broadening their definition and making it possible to include a wide variety of behaviors and practices that are harmful to the working environment.
The term “violence and harassment” encompasses categories such as sexual violence and harassment, verbal violence, physical violence, moral harassment, structural violence, organizational harassment, virtual harassment (cyberbullying) and gender-based harassment.
The practice of violence and harassment therefore has a triple chain of negative effects:
- on the individual: it can lead to problems such as depression, panic disorder, low self-esteem, palpitations, digestive disorders, sleep disturbances, emotional crises, family and social difficulties, isolation, physical and emotional exhaustion, post-traumatic stress disorder and, in extreme cases, suicide;
- in the company: results in a drop in productivity and profits, high worker turnover, an increase in sick leave and absenteeism, as well as potential convictions and labor indemnities, damaging its image;
- for the state and society: it entails costs related to medical treatment and social benefit expenses. In this way, the consequences can be devastating and go beyond the individual and the company, also affecting the collective and society as a whole.
Practical measures to prevent violence and harassment
With the aim of promoting a culture that prioritizes prevention and protection against violence and harassment, Convention 190 encourages companies to adopt proactive practices that benefit workers and the integrity of the organization. This comprehensive vision proposes that a work environment should be safe and inclusive, strengthening cohesion and thus promoting business strength.
In this way, Convention 190 indicates a set of preventive and punitive measures, seeking not only to discourage new practices by imposing sanctions, but also to show special care for the victims, including:
- the legal prohibition of violence and harassment;
- ensuring that policies address these issues;
- the adoption of a comprehensive strategy to implement prevention and combat actions;
- the establishment and strengthening of control mechanisms;
- facilitating victims’ access to remedies and reparation, as well as support measures;
- the provision of sanctions;
- the development of accessible educational tools, guidelines and activities;
- the guarantee of effective means of inspection by the competent bodies.
The eradication of violence and harassment in the workplace is closely linked to objectives that seek to promote decent work, guarantee the right to a healthy life and well-being, as well as promoting equality, both formal and material, and the sustainable development of companies.
Such an approach contributes to creating a safer and more respectful working environment, strengthening the organizational culture and increasing employee satisfaction and engagement. In addition, companies that implement strict anti-harassment policies tend to improve their reputation in the market, attracting talent and reducing turnover.
Thus, adopting these practices represents an ethical and economic strategy, benefiting everyone involved and promoting a positive cycle of growth and development.
