By Giuliana Ugolini and Pia Fitipaldi.-
It is essential to accompany people in their career paths to guarantee and promote their well-being. Gender-based violence is a problem that is invisible, but is becoming increasingly relevant in the Diversity and Inclusion agenda of organizations.
What do the data tell us?
The data in society is worrying. The Office of the Gender Violence Observatory “Now that they see us” revealed that in 2023 there were 308 femicides, of which 273 were women and 9 were linked to girls. Furthermore, 63 of the cases mentioned had made previous complaints.
In addition to this information, we know that there are many cases that are not reported, which is why it is estimated that the statistics could be even higher. These data show the importance of addressing these issues at the societal level, and the importance of having a legislative framework that accompanies and protects women and non-cisgender people.
What regulatory framework do we have?
On the one hand, Law 27,499, better known as the Micaela Law, establishes mandatory training on gender issues and violence against women.for all people who work in public service at all levels and hierarchies in the Executive, Legislative and Judicial powers of the Nation of Argentina. The name of the Law honors Micaela García, a victim of femicide in 2017.
Although it is very important to have a justice system trained and sensitized on the aforementioned issues, it is also important for organizations to do so since they are not exempt from this type of problem.
Promoting the prevention, promotion and intervention of gender-based violence, guaranteeing its inclusion in work spaces, becomes essential to promote the well-being of people within the world of work. In the workshop experiences that we have been developing from Grow – gender and work, we were able to detect that organizations are like a sounding board where many personal situations of people emerge daily, for this reason it is important that in these spaces we begin to work in this agenda to be able to contribute to raising awareness of the gender perspective and contribute to eradicating violence.
On the other hand, in our country we also have Convention 190 of the International Labor Organization (ILO), which, among other things, recognizes the effects of domestic violence and says that to the extent that it is reasonable and feasible, It commits organizations to mitigate its impact on the world of work, to take measures and recognize this problem, since it is considered that violence can affect both employment and the productivity and well-being of people.
How to act from organizations?
One possible action is the construction of protocols on gender-based violence, which safeguard, protect and accompany people who go through these situations.
Also giving awareness and reflection workshops is an intervention strategy that involves not only addressing issues linked to gender-based violence, but also raising awareness and reflecting on the importance of equity, diversity and knowing the different types of violence they experience. women and non-cisgender people.
At Grow – gender and work, we maintain that when people become aware of this issue, they function as multiplying agents, transferring to their families and their environment a more critical and empathetic view, contributing to transforming society. We know that the challenge is great, but it is necessary to promote a more just, equitable and violence-free society.
Grow Violence Area – gender and work
Source: Ambito
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