How the approach to the problem changes
The ILO presents Convention No. 190 as the first international treaty dedicated to recognising the right to a world of work free from violence and harassment, including its gender dimension. The approach connects equality, dignity and safety and health.
This encourages attention to the problem before a complaint exists. Prevention requires reviewing power relationships, organisation and exposure situations. A statement rejecting such behaviour matters, but must be accompanied by decisions on recognising risks and taking action.
A scope wider than the usual workplace
The Convention covers people and situations extending beyond paid employment within an office. Among other circumstances, it includes training, job seeking and work-related communications. It also considers travel and activities connected with work.
Reviewing only events at the physical workplace may therefore leave situations unaddressed. Digital channels, client visits and professional events should be examined. The connection with work must be assessed without turning every private relationship into a company matter.
Convention, Recommendation and national legislation
The Convention binds States whose ratifications have been registered, in accordance with its entry-into-force rules. Recommendation No. 206 supplements it with guidance. They are not identical instruments and do not establish one company procedure template for every country.
Check ratification and applicable legislation before specifying concrete duties. In Spain, the instrument published in the BOE states that it entered into force on 25 May 2023. That date does not determine the position of other States.
Turning prevention into specific decisions
Article 9 connects policy, assessment, participation and information with OSH management. Recommendation No. 206 provides further guidance on developing and monitoring that policy with the participation of workers and their representatives.
In practical terms, identify tasks involving exposure to third parties, communication methods and organisational factors that make asking for help difficult. Define responsibilities and resources. Training should enable people to recognise situations and understand options, as well as explain concepts. Check whether channels are accessible to people working away from the site.
Response, safeguards and follow-up
Reporting and response mechanisms need protection against retaliation and careful handling of information. Their design must respect safeguards, responsibilities and procedures under the national framework.
Check how they work through specific questions: who receives a report, how a conflict of interest is avoided and who reviews preventive measures. Do not interpret the absence of complaints as sufficient proof that there are no problems. Nor should a report be equated with a finding: the facts require the appropriate procedure.
Hypothetical example: communication outside the office
An organisation discovers that its instructions address only conduct within the workplace. With workforce participation, it reviews situations during travel, events and work-related digital groups.
It updates information and channels under the country’s rules and assigns responsibilities. The change does not prejudge the legal classification of each situation: it enables facts to be reported and examined, so prevention does not depend solely on the person’s location.
