Factores culturales, sociales y organizacionales que propinan el acoso laboral en Colombia
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Fecha
2025
Autores
Bolívar Martínez, Adriana
Cerpa Martínez, Rafael
Gutiérrez, José Miguel
Ruiz Martínez, Tiffanny
Silva Acosta, Angélica
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Ediciones Universidad Simón Bolívar
Facultad de Ciencias Jurídicas y Sociales
Facultad de Ciencias Jurídicas y Sociales
Resumen
El acoso laboral en Colombia es un acontecimiento que está afectando a empleados en
diversos sectores dentro de las organizaciones empresariales. Son conductas sistemáticas de
hostigamiento y/o intimidación dentro del entorno laboral, lo que genera consecuencias en la
salud de aquellos empleados que son víctimas, así como en el rendimiento de las compañías o
entidades empresariales. A pesar de la existencia de regulaciones como la Ley 1010 de 2006,
varios factores culturales, sociales y organizacionales contribuyen a su prevalencia. Desde la
perspectiva jurídica, el acoso laboral puede considerarse una violación de los derechos
fundamentales del trabajador, donde se ve afectado su dignidad y bienestar. Además, el Código
Penal colombiano tipifica el acoso como un delito en el Art. 347, estableciendo penas para
quienes realizan dichos actos en contra del personal. La Corte Constitucional ha ampliado la
interpretación de dicho fenómeno, incluyendo consecuencias psicológicas como parte de los
daños que pueden ser objeto de reparación. Pero la aplicación efectiva de estas normas sigue
siendo un desafío, puesto que muchos casos de acoso laboral no son denunciados por miedo a
represalias tales como el despido. Este problema se manifiesta a través de comportamientos
desfavorables y repetitivos que generan un ambiente dañino con consecuencias psicológicas.
Como, por ejemplo, puede provocar ansiedad, depresión e incluso trastorno de estrés
postraumático en las víctimas. En la cultura empresarial colombiana, se tiende a aceptar estos
comportamientos de intimidación como parte del entorno, lo que fomenta un ciclo de
impunidad y sufrimiento silencioso.
Workplace harassment in Colombia is a phenomenon affecting employees across various sectors within business organizations. It involves systematic behaviors of harassment and/or intimidation in the workplace, which result in harmful effects on the physical and mental health of victims, as well as on the productivity of companies or business entities. Despite the existence of regulations such as Law 1010 of 2006, several cultural, social, and organizational factors contribute to its prevalence. From a legal perspective, workplace harassment can be considered a violation of fundamental workers' rights, affecting their dignity and well-being. Additionally, the Colombian Penal Code classifies harassment as a criminal offense under Article 347, establishing penalties for those who engage in such acts against employees. The Constitutional Court has broadened the interpretation of this phenomenon, including psychological consequences as part of the damage that may be subject to compensation. However, the effective enforcement of these regulations remains a challenge since many cases of workplace harassment go unreported due to fear of retaliation, such as dismissal. This phenomenon manifests through hostile and repetitive behaviors that create a harmful environment with psychological consequences. For instance, it may result in feelings of anxiety, depression, and even post-traumatic stress disorder in those affected. In Colombian corporate culture, these intimidating behaviors are often accepted as part of the environment, fostering a cycle of impunity and silent suffering.
Workplace harassment in Colombia is a phenomenon affecting employees across various sectors within business organizations. It involves systematic behaviors of harassment and/or intimidation in the workplace, which result in harmful effects on the physical and mental health of victims, as well as on the productivity of companies or business entities. Despite the existence of regulations such as Law 1010 of 2006, several cultural, social, and organizational factors contribute to its prevalence. From a legal perspective, workplace harassment can be considered a violation of fundamental workers' rights, affecting their dignity and well-being. Additionally, the Colombian Penal Code classifies harassment as a criminal offense under Article 347, establishing penalties for those who engage in such acts against employees. The Constitutional Court has broadened the interpretation of this phenomenon, including psychological consequences as part of the damage that may be subject to compensation. However, the effective enforcement of these regulations remains a challenge since many cases of workplace harassment go unreported due to fear of retaliation, such as dismissal. This phenomenon manifests through hostile and repetitive behaviors that create a harmful environment with psychological consequences. For instance, it may result in feelings of anxiety, depression, and even post-traumatic stress disorder in those affected. In Colombian corporate culture, these intimidating behaviors are often accepted as part of the environment, fostering a cycle of impunity and silent suffering.
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Palabras clave
Acoso, Derecho fundamental, Empleado, Jerarquía, Organizaciones
