The Obligation to Train Employees on Preventing Gender-Based Workplace Violence
With the ongoing obligation to train employees on preventing workplace gender-based violence, workplaces need clear guidelines for training programs that inhibit risky behaviors and reduce legal risks. Recent amendments to labor violence, discrimination, and substantive equality have raised compliance standards by requiring organizations to demonstrate that their personnel understand, identify, and respond to risky behaviors.
On January 16, 2026, an amendment to Article 16 of the Federal Labor Law (FLL) took effect, mandating employers to train their staff to prevent and eliminate gender-based violence. All parties must also contribute to maintaining an environment free from aggressions.
- These training efforts should be complemented by other actions, such as protocols for attention, sanction, and reparation, reliable reporting channels, and tracking systems.
Hernández Guadarrama emphasizes that for successful outcomes, leaders must be aware and sensitive to the need for training on these topics, viewing it as an investment rather than an expense.
“If you invest in training, you’re preventing reputational risks, legal risks, and promoting a better work climate and improved performance,” he clarifies.
Designing Sensitization Training Programs
Alix Trimmer suggests that training programs to prevent and eliminate gender-based violence should be theoretical-practical and tailored to each workplace, as every organization faces unique challenges. “The types of aggressions vary,” she explains.
She recommends providing examples, as there are actions or behaviors that have become normalized. “We’re experiencing a wave of workplace violence where people may not clearly recognize which behaviors are actually violence, such as microaggressions. We need to start with basic, general concepts and then build the conversation,” she stresses.
Trimmer advises explaining which behaviors constitute general workplace gender-based violence, which can be interpreted as gender-based violence, and the consequences they generate through concepts and examples relevant to the organization.
Considering that training should be customized for each organization, Verónica Guadarrama recommends beginning by investigating the types and manifestations of violence, including normalized behaviors and gender stereotypes that could lead to discrimination.
Appearance, skin color, and even accents can be seen as harmless jokes. ‘You speak a bit fancy’ or ‘you sound somewhat strange,’ and colleagues start making jokes. This can lead to microaggressions, which people often dismiss.
Moreover, Guadarrama emphasizes that training should include a listening and feedback space allowing the workplace to identify its weaknesses and documented cases.
The executive director of IDEIB Consulting stresses that while the information should be universal, examples can vary depending on the area. “It’s not the same to work in corporate management as in a factory or field,” she highlights.
“You can start with a general topic outline containing identical content for everyone, but when it comes to examples, you need to consider the type of work your staff performs,” she explains.
Who Will Conduct the Training?
The experts agree that training should come from certified personnel in equity matters, and based on this expertise, the training should be designed. It should begin by addressing fundamental concepts to help people understand gender, intersectionality, and violence.
Alix Trimmer insists on the need for “proper oversight of training, determining who can provide it, who cannot, what elements the training should include, its duration, and some methodology to ensure subsequent metrics reflect whether it’s effectively producing results or not.”
Another crucial point to remember is that gender-based workplace violence prevention training should occur within the regular work hours; “many organizations conduct training outside of working hours without compensating for that extra time,” she notes.
Getting Started
Although authorities have yet to release guidelines, organizations can prepare by offering relevant training. For instance, Mexico City’s Council to Prevent and Eliminate Discrimination (COPRED) provides free annual courses on equality and non-discrimination, which can serve as an initial step.
Key Questions and Answers
- What should training programs cover? Theoretical-practical content tailored to each organization, addressing gender, intersectionality, and violence. Include examples relevant to the workplace.
- Who should conduct the training? Certified personnel in equity matters, with proper oversight to ensure quality and effectiveness.
- Should training occur during work hours? Yes, as per the recent FLL amendment, to avoid additional unpaid time for employees.
- What resources are available to help organizations prepare? Initiatives like Mexico City’s COPRED offer free courses on equality and non-discrimination, which can be a starting point for training programs.
