Hostigamiento sexual en el trabajo: Otra “pandemia” frente a la cual luchar
Published date | 30 September 2020 |
Law Firm | Rubio Leguía Normand |
Author | Ana Castillo |
El pasado 27 de febrero, Día de la Lucha contra el Hostigamiento Sexual en el ámbito laboral, el Ministerio de Trabajo y Promoción del Empleo reportó que se registraron 481 denuncias relacionadas a este tema[1]. Al respecto, conforme lo señala el artículo 4° de la Ley N° 27942, Ley de Prevención y Sanción del Hostigamiento Sexual (en adelante, “la Ley”), y el artículo 6° de su Reglamento, aprobado mediante Decreto Supremo N° 014-2019-MIMP (en adelante, “el Reglamento”), el hostigamiento sexual en el trabajo consiste en una forma de violencia que se configura a través de una conducta de naturaleza o connotación sexual o sexista no deseada por la persona contra la que se dirige; la cual puede crear un ambiente intimidatorio, hostil o humillante, o afectar la actividad o situación laboral de la víctima. Asimismo, para su configuración, no se requiere acreditar que la conducta sea reiterada o el rechazo de la víctima sea expreso, o que exista jerarquía entre quien hostiga y la víctima de dicho acto.
A partir de lo expuesto, consideramos que, en el ámbito laboral, existen los siguientes tres retos en relación a la prevención y sanción del hostigamiento sexual:
- Promover el conocimiento y la importancia de la prevención y sanción del hostigamiento sexual en el trabajo
Muchas personas no conocen que un chiste sexista es considerado, actualmente, un acto de hostigamiento sexual si se dirige hacia una persona que no lo desea. Por ende, la labor del empleador resulta relevante para que todas las personas dentro de su empresa o institución tomen conocimiento de qué es hostigamiento sexual. En ese sentido, el empleador se encuentra obligado a contar con una política interna sobre la prevención y sanción sobre la materia, la cual debe estar regulada en directivas, reglamentos internos u otros documentos (artículo 24° del Reglamento).
Del mismo modo, el empleador deberá cumplir con la conformación de un Comité de Intervención frente al Hostigamiento Sexual (en adelante, “el Comité”) o Delegado (en caso tener menos de 20 trabajadores) para que puedan investigarse las denuncias sobre esta materia (artículo 27.1 del Reglamento). Asimismo, también se debe brindar capacitaciones, tanto al personal como al Comité (artículo 11° del Reglamento), a fin de que todas las personas que forman parte del centro de trabajo puedan identificar un acto de este tipo, cuáles son sus principales manifestaciones, las consecuencias en quiénes son víctimas de hostigamiento sexual y la...
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