By Nicolás Mora, Managing Partner @EQP; for El Dínamo
Recently, the “Karin Law” was enacted in Chile, which amends the Labor Code in matters of prevention, investigation and punishment of workplace harassment, sexual harassment or violence in the workplace. This legislation -which undoubtedly seeks to promote healthier, more respectful and safer workplaces so that people can successfully develop their careers- has not been free of doubts and reticence. And I believe that, to a large extent, this is due to certain misinformation, such as that the law could create hostile and tense environments, as any comment or attitude would be subject to denunciation and sanction.
These types of myths, in my opinion, divert attention from what is important: the opportunity to advance towards true labor dignity and well-being. And it is in this context that the role of the leaders of the country's companies and organizations is, once again, absolutely key.
In addition to the above, and as Managing Director of a company dedicated to the search of executives for senior positions, I believe that the Karin Law comes to complement many of the new “magnifying glasses” that should be used when selecting those who exercise and will exercise leadership positions in Chilean companies. Thus, this new legislation adds to perspectives such as gender, diversity, equity and inclusion (DEI) and sustainability.
In this sense, in the headhunting industry today we have the challenge of finding leaders who - in addition to being the best and most competitive in their areas, of course - have incorporated or are willing to incorporate the values and spirit of the Karin perspective in their relationship with their work teams and, in addition, are able to transmit it and permeate the entire organization. This, so that labor relations are developed with respect, and so that both employers and employees are clear about what are the acceptable (and legal, clearly) limits.
Finally, I believe that the role of leadership must go beyond ensuring compliance with those aspects of the law, such as prevention, protocols, mandatory training, safeguards and internal investigations, among others. The role of those who lead companies must be to ensure that this legislation is not seen as a burden but as a possibility to improve working environments, protect workers, and build a robust organizational culture aligned with modern principles of respect, inclusion and equity. The key is commitment at all levels to implement the Karin perspective. Starting with its leaders.
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