SEMM-MAUTONE aligns with WEPs to prevent gender-based violence and enhance workplace wellbeing

The first step in implementing the initiative was to carry out a comprehensive diagnosis assessing the existing risks, needs and gaps related to gender-based violence and harassment within the workplace. This involved identifying both explicit and subtle forms of violence present in the organizational environment, evaluating existing reporting channels and reviewing the institutional capacity to respond. Special attention was given to the healthcare context, where manifestations of gender-based violence can take many forms — from overt physical aggression to more subtle expressions such as coercive control, psychological abuse or economic violence. These situations may arise during medical consultations, hospital stays or routine interactions with healthcare teams. Health workers themselves can also be victims, often facing violence from partners, patients or colleagues, yet remaining silent due to fear of stigma or retaliation. This initial analysis provided the foundation for the development of a targeted and effective strategy that addressed these complex realities and laid the groundwork for building a safe, supportive and responsive institutional system for both patients and staff.

Based on the findings from the diagnostic phase, Sanatorio SEMM Mautone developed an institutional gender equality policy aligned with national legislation— including Uruguay’s Law No. 19.580—and the Women’s Empowerment Principles (WEPs). It also incorporates guidelines from the Ministry of Public Health related to gender-based violence (GBV) care goals.

• This comprehensive framework reflects Sanatorio's commitment to fostering a safe, respectful and inclusive environment for both patients and staff. The policy applies to all institutional areas—administrative, clinical and leadership—and covers interactions among staff, with patients and with third parties.
• It also establishes institutional commitments and assigns responsibilities across all organizational levels, ensuring that the approach is both structured and enforceable. In addition to the policy, the organization issued a public commitment letter, reinforcing its stance and accountability on gender equality and non-violence.

To build internal capacity and ensure the successful implementation of the policy, the institution launched an extensive training program. All staff members—including top leadership, management and frontline personnel—received training on gender-based violence, workplace harassment and their own roles in its prevention and response. These training sessions were designed not only to inform but also to shift organizational culture, promoting empathy, respect and equity as foundational values.

Dedicated procedures for reporting, investigating and managing gender-based violence cases were established. These mechanisms were designed to guarantee confidentiality, impartiality and support for affected individuals. The institution also introduced multiple secure reporting channels, enabling staff and stakeholders to report incidents safely and without fear of retaliation. These steps were essential to building trust and encouraging the use of formal systems.

A crucial part of the action plan was ensuring strong leadership and accountability. The executive team played a central role in allocating resources, endorsing the initiative and integrating it into the broader institutional strategy. Roles and responsibilities were clearly defined across all departments, promoting shared ownership of the initiative. Managers were trained to lead by example and ensure the consistent application of the policy in their teams.

To maintain the effectiveness and relevance of the initiative, the institution established monitoring and evaluation mechanisms. Regular reviews of case handling, feedback from staff and data from the reporting system were used to assess performance and identify areas for improvement. These evaluations helped refine procedures, enhance training content and adjust strategic actions as needed, ensuring the initiative remained dynamic and responsive.

Recognizing the value of collaboration, Sanatorio SEMM Mautone engaged with external partners such as the UN Global Compact Network in Uruguay to strengthen its approach. The institution also carried out public advocacy initiatives, working closely with governments and participating in awareness campaigns such as the symbolic placement of red benches at facility entrances to honor victims of femicide. Collaborations with local artists amplified the visibility of the initiative, fostering community dialogue and reinforcing the institution’s role as a socially responsible actor.

Implementing a gender equality policy requires continuous effort, supported by regular training and leadership engagement.
 

Building a long-term organizational culture of gender equality is essential for meaningful change. 

Establishing safe and accessible communication and support channels is crucial to the success of any prevention strategy.