{"id":3673,"date":"2021-10-26T15:15:54","date_gmt":"2021-10-26T20:15:54","guid":{"rendered":"http:\/\/blog.bindy.com\/?p=3673"},"modified":"2024-08-20T10:56:43","modified_gmt":"2024-08-20T14:56:43","slug":"5-consejos-para-afrontar-el-acoso-sexual-en-el-comercio-minorista","status":"publish","type":"post","link":"https:\/\/blog.bindy.com\/es\/5-consejos-para-afrontar-el-acoso-sexual-en-el-comercio-minorista\/","title":{"rendered":"5 consejos para lidiar con el acoso sexual en el comercio minorista"},"content":{"rendered":"

Tristemente, los ciclos de noticias recientes est\u00e1n dominados por informes de acoso sexual. En todas las industrias, mujeres y hombres comparten historias de explotaci\u00f3n. De acuerdo con la Revisi\u00f3n de negocios de Harvard<\/a>, 98% de organizaciones en los Estados Unidos tienen una pol\u00edtica de acoso sexual. Sin embargo, el acoso sigue existiendo en el lugar de trabajo. Esto significa que las pol\u00edticas actuales no logran detener el problema para el que fueron dise\u00f1adas.<\/p>\n

Ha llegado el momento de repensar c\u00f3mo las organizaciones abordan y lidian con el acoso. Para ayudarte, hemos preparado 5 consejos para que te muevas en la direcci\u00f3n correcta.<\/p>\n

1. Reconocer que est\u00e1 ocurriendo acoso sexual<\/h2>\n

Puede pensar que su organizaci\u00f3n no tiene un problema porque no tiene una prevalencia de informes de acoso sexual. Setenta por ciento (70%)<\/a> de los trabajadores no denuncian el acoso por temor a perder su trabajo, temor a represalias (es decir, turnos de trabajo deficientes, asignados a tareas m\u00e1s peligrosas, evaluaciones de desempe\u00f1o deficientes) o la creencia de que no se har\u00e1 nada para detener el acoso.<\/p>\n

Las denuncias de acoso sexual son m\u00e1s frecuentes en industrias con fuertes desequilibrios de poder<\/a>. Entre\u00a02005 \u2013 2015<\/a>, el mayor porcentaje de cargos de acoso provino de las industrias de servicio de alimentos y alojamiento, incluidos restaurantes de servicio completo, QSR, tiendas de conveniencia, instalaciones recreativas, hoteles y posadas. Otras industrias principales son el comercio minorista, la atenci\u00f3n m\u00e9dica y la fabricaci\u00f3n.<\/p>\n

Si su organizaci\u00f3n pertenece a una de las industrias anteriores, puede asumir que se est\u00e1 produciendo acoso, ya sea que se informe o no. El primer paso para proteger a sus trabajadores y su empresa es reconocer que el acoso puede ocurrir y ser preventivo al identificarlo y tratarlo.<\/p>\n

2. Tenga una definici\u00f3n clara de acoso sexual en su pol\u00edtica<\/h2>\n

Es importante tener una definici\u00f3n clara de lo que es acoso y lo que no es. por ejemplo, el Departamento de Trabajo de EE. UU.<\/a> define dos tipos principales de acoso ilegal:<\/p>\n

1. Acoso quid pro qua<\/strong><\/h3>\n

Este tipo de acoso suele tener el patr\u00f3n \u201cSi haces esto, har\u00e9 aquello por ti\u201d o \u201cSi no haces esto, la consecuencia ser\u00e1 aquello\u201d.<\/p>\n

Este tipo de acoso generalmente resulta en decisiones de empleo (terminaci\u00f3n, promoci\u00f3n, oportunidad) basadas en si el empleado acepta o rechaza avances sexuales no deseados.<\/p>\n

2. Acoso en un entorno de trabajo hostil<\/strong><\/h3>\n

Conducta no deseada de compa\u00f1eros de trabajo, supervisores y\/o clientes (o cualquier persona en el lugar de trabajo) cuya conducta crea una atm\u00f3sfera intimidante, ofensiva u hostil para un empleado objetivo.<\/p>\n

Al elaborar su definici\u00f3n y pol\u00edtica, aseg\u00farese de proporcionar ejemplos concretos de comportamiento inaceptable y aceptable. Utilice un lenguaje sencillo y evite la jerga legal.<\/p>\n

Adem\u00e1s, utilice un lenguaje culturalmente relevante y espec\u00edfico para definir el comportamiento y eliminar la subjetividad. por ejemplo, el Revisi\u00f3n de negocios de Harvard<\/a> recomienda agregar lenguaje como, \u201cEl acoso sexual es una forma de depredador<\/strong> conducta sexual en la que una persona objetivos<\/strong> otros empleados.\u201d Mediante el uso de t\u00e9rminos como "depredador" y "objetivo" en lugar de "perpetrador" y "v\u00edctima" (que tienen asociaciones culturales conocidas con ciertos g\u00e9neros), las empresas pueden remodelar la forma en que los empleados interpretan la pol\u00edtica para fomentar la adopci\u00f3n de pol\u00edticas.<\/p>\n

Incluso con una definici\u00f3n espec\u00edfica, tenga en cuenta que podr\u00eda haber ciertos incidentes de acoso sexual que no encajan perfectamente en la definici\u00f3n de su empresa. Estos incidentes no deben ignorarse, ya que pueden ser indicativos de un sesgo inconsciente m\u00e1s generalizado.<\/p>\n

De acuerdo a Fortuna<\/a>, los ejemplos de este tipo de sesgo da\u00f1ino pueden incluir: no dirigirse a mujeres o minor\u00edas en una sala de reuniones, preguntar a las mujeres sobre su vida familiar durante el proceso de entrevista, pedir solo bebidas alcoh\u00f3licas en funciones de la empresa en presencia de empleadas embarazadas o preguntar a las empleadas para tomar notas, pedir comida y realizar tareas administrativas que no forman parte de la descripci\u00f3n de su trabajo y que no se les pide a sus colegas masculinos.<\/p>\n

Cualquiera de estos ejemplos puede se\u00f1alar un problema sist\u00e9mico subyacente en la cultura de la empresa que debe abordarse m\u00e1s temprano que tarde.<\/p>\n

\"\"<\/a><\/p>\n

3. Comunicar, distribuir y exhibir pol\u00edticas de acoso sexual<\/h2>\n

Es importante comunicar y distribuir su pol\u00edtica a trav\u00e9s de varios canales para que nadie se quede sin saberlo. La comunicaci\u00f3n debe incluir:<\/p>\n

\u2013 c\u00f3mo se deben informar los incidentes de acoso sexual, qu\u00e9 m\u00e9todo se debe usar (cara a cara, por escrito) y a qui\u00e9n se deben informar los incidentes (gerente, representante de recursos humanos, contacto sindical)
\n\u2013 proceso detallado paso a paso sobre c\u00f3mo se manejar\u00e1n los incidentes y c\u00f3mo la organizaci\u00f3n proteger\u00e1 al empleado de represalias
\n\u2013 un conjunto claro de posibles resultados que contar\u00e1n como resoluci\u00f3n
\n\u2013 un conjunto claro de consecuencias para el comportamiento inapropiado y depredador
\n\u2013 lenguaje a empoderar a los espectadores<\/a> denunciar el comportamiento sexual depredador para que todos los empleados sientan la responsabilidad de una cultura empresarial saludable<\/p>\n

Para las industrias que trabajan en estrecha colaboraci\u00f3n con clientes\/clientes de forma individual (es decir, masajistas, ex\u00e1menes de pacientes, servicios en el hogar, tutor\u00eda, entrenamiento f\u00edsico y personal), su pol\u00edtica de acoso y expectativas de comportamiento deben comunicarse a todos los clientes\/ clientes\/pacientes.<\/p>\n

Distribuya su pol\u00edtica de acoso sexual a todos los empleados nuevos y a todos los empleados anualmente, as\u00ed como a los nuevos clientes\/pacientes cuando corresponda.<\/p>\n

Finalmente, considere las adaptaciones necesarias y la tecnolog\u00eda de asistencia que debe implementar para que todos los empleados y clientes tengan acceso a la pol\u00edtica, incluidas las traducciones para los empleados de ingl\u00e9s como segundo idioma.<\/p>\n

\"\"<\/a><\/p>\n

4. Revisa y repite<\/h2>\n

Lidiar con el acoso y crear una pol\u00edtica efectiva no es una tarea \u00fanica. Contin\u00fae haciendo preguntas. \u00bfSon suficientes las pol\u00edticas? \u00bfQu\u00e9 ha funcionado? \u00bfQu\u00e9 se malinterpret\u00f3? \u00bfQue ha cambiado?<\/p>\n

Solicitar retroalimentaci\u00f3n de todos los niveles de la organizaci\u00f3n. Actualice y redistribuya las p\u00f3lizas cada a\u00f1o. Para los minoristas, la capacitaci\u00f3n tambi\u00e9n debe ocurrir regularmente para todos los niveles: empleados de tienda, gerentes, gerentes de distrito, directores, vicepresidentes y oficinas centrales porque cada nivel tiene un papel diferente que desempe\u00f1ar para prevenir y resolver el acoso sexual.<\/p>\n

5. Seguimiento<\/h2>\n

Para asegurarse de que sus pol\u00edticas de acoso sexual se interpreten y apliquen correctamente, incluya una secci\u00f3n en su lista de verificaci\u00f3n de visitas a la tienda espec\u00edficamente orientada a la revisi\u00f3n y aplicaci\u00f3n de pol\u00edticas. Hacerlo le dar\u00e1 dos ventajas para prevenir el acoso:<\/p>\n

    \n
  1. Al discutir regularmente su pol\u00edtica de acoso durante las visitas a la tienda, los empleados comprender\u00e1n que es una prioridad para la organizaci\u00f3n.<\/li>\n
  2. Esto trabaja hacia la meta de no solo detener el acoso sino tambi\u00e9n creando una cultura de empresa<\/a> que trata a todos los empleados, en todos los niveles, con respeto y dignidad.<\/li>\n<\/ol>\n

    \u00bfNo est\u00e1s seguro de qu\u00e9 incluir? Vea nuestra muestra Lista de verificaci\u00f3n de prevenci\u00f3n del acoso sexual para minoristas<\/a><\/strong>.<\/p>","protected":false},"excerpt":{"rendered":"

    Tristemente, los ciclos de noticias recientes est\u00e1n dominados por informes de acoso sexual. En todas las industrias, mujeres y hombres comparten historias de explotaci\u00f3n. Seg\u00fan Harvard Business Review, el 98% de las organizaciones en los Estados Unidos tienen una pol\u00edtica de acoso sexual. Sin embargo, el acoso sigue existiendo en el lugar de trabajo. Esto significa que las pol\u00edticas actuales no logran detener... Seguir leyendo 5 consejos para lidiar con el acoso sexual en el comercio minorista<\/span> \u2192<\/span><\/a><\/p>","protected":false},"author":6370623,"featured_media":62729,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_coblocks_attr":"","_coblocks_dimensions":"","_coblocks_responsive_height":"","_coblocks_accordion_ie_support":"","_crdt_document":"","jetpack_post_was_ever_published":false,"_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_publicize_message":"","jetpack_publicize_feature_enabled":true,"jetpack_social_post_already_shared":false,"jetpack_social_options":{"image_generator_settings":{"template":"highway","default_image_id":0,"font":"","enabled":false},"version":2},"_wpas_customize_per_network":false},"categories":[113932],"tags":[602360578,115501,602360580],"class_list":["post-3673","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hiring","tag-retail-sexual-harassment","tag-sexual-harassment","tag-sexual-harassment-in-store"],"yoast_head":"\n5 Tips for Dealing with Sexual Harassment in Retail<\/title>\n<meta name=\"description\" content=\"Sexual harassment is never acceptable in any workplace. 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