Workplace and sexual harassment
Early identification of harassment patterns, systematic humiliation, sexual harassment (including quid pro quo) and third-party violence in corporate communications. The signal is the pattern —frequency, directionality and power or threat language— not an isolated word. Every alert goes through mandatory human review.
Linguistic warning signals
- veiled threats about the person's job continuity
- favors or promotions offered in exchange for a personal response (quid pro quo)
- repeated humiliation or belittling directed at the same person
- hostile comments based on gender, origin or condition
Why it matters
Chile's Ley Karin marked a before-and-after: it requires companies to investigate every workplace or sexual harassment report within tight deadlines, with a formal protocol and involvement from the Labor Directorate. The challenge for compliance isn't just detecting the conduct, but doing so without turning the system into an invasive surveillance tool — that's why every alert in this category requires mandatory human review before any action, and the focus is on the sustained pattern, not isolated messages that could be misread out of context.
Relevant regulatory framework
- Chile — Ley Karin (Law 21.643), Art. 2 Labor Code
- Colombia — Law 1010/2006
- Brazil — Lei 14.457/2022
- Mexico — NOM-035
- Argentina — Law 26.485
- Global — EEOC Title VII, ILO Convention 190
Recommended action
- 1Route every alert in this category to HR and the formal reporting channel — never resolve it with the automated signal alone.
- 2Verify the investigation meets the deadlines and protocol required by applicable legislation.
- 3Protect the affected person's identity throughout the internal review process.
- 4Assess recurrence patterns with the same individual before rating the case's severity.
Is your organization exposed?
vario identifies these signals automatically in corporate emails, Slack, Teams and WhatsApp.
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