{"id":2172,"date":"2025-01-04T10:17:13","date_gmt":"2025-01-04T10:17:13","guid":{"rendered":"https:\/\/viada.com\/?page_id=2172"},"modified":"2025-09-05T09:05:39","modified_gmt":"2025-09-05T09:05:39","slug":"policy-against-harassment-and-the-deprivation-of-human-rights","status":"publish","type":"page","link":"https:\/\/viada.com\/en\/quienes-somos\/politica-contra-el-acoso-y-la-privacion-de-los-derechos-humanos\/","title":{"rendered":"Policy Against Harassment and Deprivation of Human Rights"},"content":{"rendered":"
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Policy Against Harassment and Deprivation of Human Rights<\/h1>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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  1. Purpose:<\/strong><\/li><\/ol>

    This policy sets out our commitment to creating a safe, respectful and inclusive environment for everyone involved in our organisation. We strongly condemn any form of harassment, including but not limited to commercial harassment, sexual harassment or any act that deprives individuals of their human rights. This policy applies to all employees, contractors, suppliers, customers, visitors and anyone else associated with our organisation.<\/p>

    1. Definition of Harassment:<\/strong><\/li><\/ol>

      Harassment is defined as any unwanted conduct, whether verbal, physical or visual, that creates an intimidating, hostile or offensive environment. This includes, but is not limited to:<\/p>

      1. Sexual harassment: Unwelcome sexual advances, requests for sexual favours and other verbal, non-verbal or physical behaviour of a sexual nature.<\/li>
      2. Commercial harassment: Coercive or abusive behaviour aimed at financial gain, including exploitation, fraud or manipulation.<\/li>
      3. Any other form of harassment: Any behaviour that humiliates, discriminates or discriminates against people on the basis of their race, ethnicity, gender, religion, age, disability, sexual orientation or any other characteristic protected by law.<\/li><\/ol>
        1. Prohibited Conduct:<\/strong><\/li><\/ol>

          The following behaviours are strictly prohibited and will not be tolerated within our organisation:<\/p>

          1. Making offensive comments, jokes or gestures related to an individual's gender, race, religion or other protected characteristic.<\/li>
          2. Engaging in unwanted physical contact or advances.<\/li>
          3. Using threats, coercion or intimidation to manipulate or exploit people.<\/li>
          4. Discriminate against individuals in hiring, promotion, compensation or any other aspect of employment or participation based on protected characteristics.<\/li>
          5. Retaliate against persons who report harassment or participate in investigations related to harassment complaints.

            4.\u00a0Complaint Procedure:<\/strong><\/p><\/li><\/ol>

            Anyone experiencing or witnessing harassment or deprivation of human rights within our organisation is encouraged to report the incident immediately. Reports may be made to a supervisor, the human resources department or any designated person responsible for handling such complaints. Reports may be made verbally or in writing, and confidentiality will be maintained to the extent possible during the investigation process.<\/p>

            1. Investigation and Corrective Action:<\/strong><\/li><\/ol>

              All reports of harassment will be investigated promptly and thoroughly. Investigations will be conducted in a fair, impartial and confidential manner. If the investigation confirms that harassment has occurred, appropriate disciplinary action will be taken, which may include termination of employment or contract. In addition, corrective action will be implemented to prevent recurrence of harassment and to support those affected.<\/p>

              1. No Retaliation:<\/strong><\/li><\/ol>

                Retaliation against individuals who report harassment or participate in investigations is strictly prohibited and will result in disciplinary action. Anyone found guilty of retaliation will be subject to appropriate consequences, regardless of their position within the organisation.<\/p>

                1. Empowerment and Awareness:<\/strong><\/li><\/ol>

                  Periodic training sessions and awareness programmes will be conducted to educate employees, contractors and other relevant parties about this policy, the types of behaviour that constitute harassment and the procedures for reporting and addressing complaints of harassment.<\/p>

                  1. Compliance:<\/strong><\/li><\/ol>

                    Compliance with this policy is mandatory for all persons associated with our organisation. Failure to comply may result in disciplinary action, including termination of employment or contract.<\/p>

                    1. Review and Update:<\/strong><\/li><\/ol>

                      This policy will be reviewed periodically to ensure its effectiveness and compliance with applicable laws and regulations. Updates and revisions will be made as necessary to address emerging issues and improve the overall effectiveness of the policy.<\/p>

                      We are committed to fostering a culture of respect, dignity and equality within our organisation. By adhering to this policy and working together, we can create a safe and inclusive environment where all people can thrive and contribute to our collective success.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>","protected":false},"excerpt":{"rendered":"

                      Pol\u00edtica contra el Acoso y la Privaci\u00f3n de los Derechos Humanos Prop\u00f3sito: Esta pol\u00edtica establece nuestro compromiso de crear un ambiente seguro, respetuoso e inclusivo para todas las personas involucradas en nuestra organizaci\u00f3n. Condenamos firmemente cualquier forma de acoso, incluido pero no limitado al acoso comercial, sexual o cualquier acto que prive a las personas […]<\/p>\n","protected":false},"author":4,"featured_media":0,"parent":32,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"site-sidebar-layout":"no-sidebar","site-content-layout":"page-builder","ast-site-content-layout":"full-width-container","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"disabled","ast-breadcrumbs-content":"","ast-featured-img":"disabled","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"default","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"set","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"_joinchat":[],"footnotes":""},"categories":[],"tags":[],"class_list":["post-2172","page","type-page","status-publish","hentry"],"acf":[],"_links":{"self":[{"href":"https:\/\/viada.com\/en\/wp-json\/wp\/v2\/pages\/2172","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/viada.com\/en\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/viada.com\/en\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/viada.com\/en\/wp-json\/wp\/v2\/users\/4"}],"replies":[{"embeddable":true,"href":"https:\/\/viada.com\/en\/wp-json\/wp\/v2\/comments?post=2172"}],"version-history":[{"count":1,"href":"https:\/\/viada.com\/en\/wp-json\/wp\/v2\/pages\/2172\/revisions"}],"predecessor-version":[{"id":4494,"href":"https:\/\/viada.com\/en\/wp-json\/wp\/v2\/pages\/2172\/revisions\/4494"}],"up":[{"embeddable":true,"href":"https:\/\/viada.com\/en\/wp-json\/wp\/v2\/pages\/32"}],"wp:attachment":[{"href":"https:\/\/viada.com\/en\/wp-json\/wp\/v2\/media?parent=2172"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/viada.com\/en\/wp-json\/wp\/v2\/categories?post=2172"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/viada.com\/en\/wp-json\/wp\/v2\/tags?post=2172"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}