Work Harassment: Beyond Reporting, Tools Needed in Businesses (cross-border guide)

Context

In brief

• The case of Lugano's Civic Hospital has highlighted the need for secure channels and regular training to prevent and manage workplace harassment.
• Nora Jardini Croci Torti, co-director of Equi-Lab, stated that companies must have tools to report and manage harassment.
• Regular training is fundamental to clarify what sexual harassment is and which behaviors are not tolerated.

Key facts

• What: Workplace harassment at Lugano's Civic Hospital
• When: May 16, 2026
• Where: Lugano's Civic Hospital
• Who: Three orthopedic service doctors
• Amount: Not specified

The case of harassment at Lugano's Civic Hospital has highlighted the need for secure channels and regular training to prevent and manage workplace harassment. Three orthopedic service doctors were disciplined for violations of personal integrity, including sexual comments, inappropriate remarks in the operating room, and inappropriate questions during job interviews. The Cantonal Hospital Authority intervened with disciplinary measures and mandatory training. However, the case also highlighted the need for tools to report and manage harassment. Nora Jardini Croci Torti, co-director of Equi-Lab, stated that companies must have tools to report and manage harassment. Furthermore, regular training is fundamental to clarify what sexual harassment is and which behaviors are not tolerated. Training should be specific and precise, and should include information on how to report harassment and what to do if one becomes a victim of harassment. Furthermore, companies must have clear procedures for managing reports and taking action in case of harassment. Equi-Lab has highlighted that companies must have secure channels for reporting, regular training, and clear indications on non-tolerated behaviors.

Secure channels for reporting

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Operational details

The case of Lugano's Civic Hospital has highlighted the need for secure channels and regular training to prevent and manage workplace harassment. Companies must have tools to report and manage harassment, and must have clear procedures to punish employees who engage in harassment.

Secure Channels for Reporting

Companies must have secure channels for reporting, so that employees can report harassment without fear of retaliation. This can include creating an anonymous reporting channel or assigning a specific person to handle reports.

Regular Training

Regular training is crucial for preventing harassment and clarifying what constitutes sexual harassment and which behaviors are not tolerated. During training, employees should be informed about inappropriate behaviors and the consequences of harassment. They should also be informed about how to report harassment and what to do if they become victims of harassment.

Clear Indications on Non-Tolerated Behaviors

Companies must have clear procedures for handling reports and taking action in case of harassment. This includes creating a company policy on harassment and training staff on how to handle reports. Additionally, companies must have clear procedures for punishing employees who engage in harassment.

Conclusion

In conclusion, the case of Lugano's Civic Hospital has highlighted the need for secure channels and regular training to prevent and manage workplace harassment. Companies must have tools to report and manage harassment, and must have clear procedures to punish employees who engage in harassment.

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Key points

If you are a victim of workplace harassment, follow these steps: 1. Report the incident to your supervisor or your company's human resources office. 2. If you don't feel comfortable doing so, contact an organization like Equi-Lab to receive support and advice. 3. If the harassment continues after reporting, contact a lawyer specializing in labor law.

If you are a company that wants to prevent workplace harassment, follow these steps: 1. Create an anonymous reporting channel or assign a specific person to handle reports. 2. Provide regular training to employees on what sexual harassment is and which behaviors are not tolerated. 3. Create a company policy on harassment and train staff on how to handle reports. 4. Take a proactive approach to managing reports and discipline employees who engage in harassment.

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Source: rsi.ch