In the business environment, several pillars are fundamental to the growth of companies and the development of professionals. One of the essential factors is the organizational environment, which must be based on respect, ethics and credibility. These elements are essential for strengthening the company and ensuring the well-being of its employees.
Although this aspect is widely recognized by leaders and managers, there are still challenges in making the working environment truly fair and welcoming for all. A recent 2023 study by IAUDIT Technologies, an audit, whistleblowing and compliance company, revealed worrying data: 41.64% of respondents reported instances of bullying, abuse of power, physical aggression and misconduct in the workplace. This shows that, despite progress, there is still much to be done to eliminate harmful practices and ensure a healthy and inclusive workplace.
In addition to harassment at work, there are other equally worrying factors. According to the third edition of KPMG’s Hotline Profile in Brazil survey, 28% of companies reported incidents of corruption, including conflicts of interest, bribes, illegal gratuities and bid rigging. Data manipulation and health and safety issues were also among the top concerns.
Against this backdrop, Law 14.457/22, known as the Emprega + Mulheres Programme Law, brought significant changes to the fight against harassment and violence in the workplace. In addition to promoting the inclusion and retention of women in the labor market, the law strengthens measures to prevent and raise awareness of moral and sexual harassment, establishing clear guidelines for companies, such as the implementation of reporting channels and awareness training. These measures aim not only to meet legal obligations but also to create a safer, more productive and inclusive environment for all employees.
The law requires companies to implement technology solutions, such as online reporting platforms, monitoring systems and anonymous communication channels, to help identify and address inappropriate behavior. These tools have proven to be effective in enabling employees to report cases confidentially and without fear of retaliation, thereby fostering an organizational culture of transparency and accountability.
Reporting technologies, such as apps and web platforms, provide an accessible and secure way to record and investigate cases of harassment. These systems can be tailored to the needs of each organization and allow investigations to be conducted fairly, respecting the rights of both the whistleblower and the accused. Transparency in the process is key to avoiding injustice and ensuring that corrective action is taken where necessary.
Messaging channels such as WhatsApp Business also enable organizations to monitor illegal and potentially harmful activity, protecting the integrity of the organization and its employees. Integration with data loss prevention (DLP) systems implemented by Tuvis enables managers and HR teams to be alerted to offensive messages, virtual harassment or inappropriate sharing of confidential information. This helps to prevent incidents that could affect both the mental health of employees and the productivity of the company.
This strategy strengthens the company’s internal and external security while promoting compliance in communication channels. The implementation of effective policies – with the introduction of tools such as whistleblowing channels, combined with regular training, robust monitoring solutions and awareness-raising activities – creates an environment of respect and equality, which contributes significantly to reducing stress and anxiety in the workplace.
By preventing incidents that could affect employees’ mental health, these policies also protect the organization’s productivity and ensure that employees feel safe and valued, which has a positive impact on overall business performance.
