Introduction
The tragic incident at the HEB branch in Torreón, Coahuila, has exposed the absence of a prevention culture in Mexican companies and the urgent need for effective protocols to protect employees. Carlos Guarrola, known as “Papayita,” lost his life due to workplace violence, sparking questions about the company’s response and the lack of organizational protocols.
The Tragic Incident
According to Carlos Guarrola’s family, his colleagues played a cruel “joke” on him by adding degreaser to his drink. This incident, however, was not the first time he experienced workplace harassment, including having his food hidden, his bicycle damaged, and his phone concealed.
The Absence of Prevention Protocols
Vanessa Díaz Vázquez, founder of Laboralmx, explains that in Mexico, there is a lack of prevention culture, with only a few organizations investing in labor compliance. Companies should view this as an investment rather than an expense, as it fosters a healthy organizational culture, boosts productivity, and prevents tragedies.
Karla Guerrero Lozoya, director of Ética y Estrategia Consultores, notes that interest in prevention protocols has increased among organizations in the past five years. However, many believe simply implementing a code of ethics and anonymous reporting tools is sufficient, without fully understanding the ongoing nature of ethical work.
The Importance of Prevention Protocols Against Workplace Violence
Experts agree that organizations must have a prevention and handling protocol for workplace violence, along with secure and confidential reporting channels.
“What will prevent such tragedies in the workplace is having labor compliance within the organization, including prevention protocols, hotlines for reporting, implementing and enforcing Nom-035, as well as training employees on equality, respect, and violence prevention,” recommends Vanessa Díaz.
Moreover, these protocols should apply to all levels, regardless of whether the aggressor is a manager or an operative. If the organizational culture does not foster trust, employees may refrain from reporting due to fear of retaliation.
Additionally, protocols should extend beyond direct employees to third-party workers and even suppliers. “Any worker, whether directly employed or third-party contracted, is part of our management and ethics system. We cannot exclude them as subcontractors,” explains Karla Guerrero.
Vanessa Díaz also emphasizes the importance of creating a culture of trust and ensuring confidentiality in reporting processes, so employees feel safe speaking up. According to the ILO, only 50% of harassment victims report it, and in many cases, there are no consequences for supervisors.
What to Do If Workplace Violence Is Detected
If workplace violence is detected, the organization must implement its prevention protocol while temporarily removing the targeted individual from potential harm. During the investigation, the company can enforce corrective measures based on the severity of the harassment, ranging from acoso prevention training to psychological support, administrative acts, or even termination.
“The punishment will depend on the severity of the harassment. It is crucial to establish zero tolerance for workplace harassment and bullying,” asserts Karla Guerrero.
Key Questions and Answers
- Why didn’t the company take action regarding the harassment? There was likely a lack of prevention protocols and organizational culture to protect employees.
- Were there prevention protocols in place? Based on the incident, it appears there were none or they were insufficient.
- How can companies improve their prevention culture? By viewing labor compliance as an investment, implementing protocols, and fostering a trusting organizational culture.
- Who should be covered by prevention protocols? All employees, including third-party workers and suppliers.
- What actions should be taken if workplace violence is detected? Implement prevention protocols, remove the targeted individual from harm, and enforce corrective measures based on severity.
