Having internal policies is not enough. Companies must train all employees, have clear reporting mechanisms, and know how to act when a situation related to workplace violence, discrimination, substantive equality, or a gender perspective arises.
The challenge lies not only in prevention. It also lies in investigating correctly, documenting with method, and handling sensitive complaints with confidentiality, independence, and traceability.
Training and internal investigations regarding workplace violence, discrimination, substantive equality, and a gender perspective require more than just regulatory knowledge.
They demand sensitivity, methodology, confidentiality, and a clear understanding of how companies operate when faced with sensitive complaints.
Our Labor Consulting & Compliance team combines expertise in Mexican labor law with an international perspective on compliance, preventive training, and internal investigations in complex corporate environments.
This approach allows us to support companies with a rigorous, preventive, and traceable methodology, aimed at training all employees, addressing sensitive complaints, and reducing labor, reputational, and operational risks.
Having policies is not enough if they are not updated, aligned with company operations, and communicated correctly.
Non-discrimination protocols, policies linked to NOM-035, Internal Labor Regulations, reporting channels, internal committees, counselors, and preventive documentation mechanisms must be clear, applicable, and consistent with how the company handles complaints, internal investigations, and employment decisions.
Companies must verify that their employees are aware of the internal channels for reporting situations of workplace violence, discrimination, harassment, or bullying.
It is also necessary to confirm that these channels have documented processes for handling, escalation, and follow-up.
Traceability is key to any labor compliance program. Companies must be able to prove training, internal communications, report handling, case follow-up, and preventive actions.
Without sufficient documentation, a company may be left in a reactive position when facing a complaint, inspection, or litigation.
Gender perspective, non-discrimination, and the prevention of workplace violence can be relevant in inspections, internal complaints, administrative proceedings, or labor disputes.
Therefore, companies must verify whether they have the evidence, criteria, and internal personnel prepared to respond.
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