Análisis de la efectividad de las políticas institucional es para prevenir el acoso laboral en el sector público del Distrito Metropolitano de Quito

Abstract

Harassment at work, also known as mobbing, has been recognized by Ecuadorianlawas a violation of human and labor rights, negatively impacting the mental healthandperformance of employees. The modification of the Labor Code and the Organic LawofPublic Service in 2017 incorporated mobbing as a valid cause to terminate labor relations. The Ministry of Labor, recognizing this problem, presented Ministerial Agreement MDT-2020-244, which establishes a mandatory protocol for the prevention and attention of casesoflabor harassment, discrimination and violence towards women in the work space. (Barreto, 2013) points out that harassment at work can trigger illness and harm, while(Fernanda et al., 2020) mentions this phenomenon as an extreme formof psychological violence that damages communicative relationships and the image of the victims. (Barreto, 2013) underline the harmful effects of harassment on the health of workers and the urgencyofimplementing preventive measures. In Quito, the 2023 Violence Against Women Protocol includes strategies toprevent and address workplace harassment by providing channels for complaints and conductingstaffawareness training and activities. The repercussions of harassment include mental healthdifficulties and a negative work environment that damages both productivity andtheorganization's image. To combat harassment in Quito's public sector, it is essential to implement effectiveprevention policies, create accessible reporting methods, and cultivate a culture of respect andcooperation.