Santiago, January 9, 2025 – In a key event for the evolution of organizational culture in Chile, the Chilean-British Chamber of Commerce (BritCham) held the first meeting of the year of its Human Capital Committee, titled “Culture of Respect: A Positive Framework for the Karin Law.” The session brought together experts and professionals from the sector to discuss the impact and implementation of the new legislation, aiming to transform labor relations toward a model based on respect and equity.

Held at BritCham Chile’s offices, the event featured Equalité consultants Jaime Parada and Marcelo Torrealba, who presented an innovative perspective on the Karin Law, emphasizing its cultural dimension beyond legal compliance.

1. The Karin Law: A Deep Cultural Shift

The recently enacted Karin Law introduces a series of regulations aimed at eradicating sexual and workplace harassment and violence. Beyond legal obligations, Equalité’s speakers argued that true transformation requires a cultural change within organizations.

According to Jaime Parada, most companies have approached the law from a legalistic and punitive angle, generating fear and uncertainty among employees. Instead, he proposed viewing the law as an opportunity to rethink labor relations by fostering a culture of respect that promotes productivity and well-being.

“It’s one thing to see the Karin Law as a legal obligation and another to see it as a cultural opportunity,” Parada stated, emphasizing that legal compliance must be accompanied by a shift in organizational values.

2. Concerns and Challenges in Implementation

A particularly engaging moment during the meeting was a perception survey on the Karin Law, revealing a clear trend: concern outweighs optimism regarding the new regulation.

Key concerns expressed by attendees included:

• Subjectivity in interpretation: There are fears about how to distinguish between harmless comments and inappropriate behavior.

• Lack of information: Many companies have not effectively communicated the law to their staff, leading to confusion and misapplication.

• Overload in HR departments: A rise in complaints has turned some HR areas into “complaint offices,” diverting them from their core talent management role.

• Impact on workplace culture: There is concern that fear of retaliation could lead to cold, distant work environments where employees avoid interaction rather than build healthy relationships.

One attendee summarized the dilemma with a key question: “How can we implement the Karin Law without turning our organizations into hostile environments dominated by fear?”

3. Culture of Respect: A New Organizational Paradigm

In response to these concerns, Equalité presenters proposed a Respect-Based Culture approach—a labor relations model rooted in positive values rather than punishment and prohibition.

They suggested organizations focus on:

• Positive communication: Avoid portraying the law solely as a punitive tool and instead promote it as an opportunity to strengthen workplace ties.

• Empathy and diversity training: Implement training programs to help employees understand different perspectives and foster mutual respect.

• Redistribution of responsibility: The Karin Law not only protects workers but also empowers them to actively contribute to a healthy work environment.

• Conscious leadership: Supervisors and managers should be trained to mediate conflicts and prevent small issues from escalating into formal complaints.

• Prevention over reaction: Emphasize resolving conflicts early through dialogue and mediation before they become formal complaints.

4. Toward a Future of Hope, Not Fear

To conclude the session, participants discussed how to ensure the Karin Law is seen not as a threat, but as a tool for cultural transformation. The presenters proposed an ideal implementation balance: 80% hope and 20% fear—contrasting with the current perception in many companies.

“If we turn the implementation of the Karin Law into a witch hunt, we’re making a mistake. But if we use it to build environments of respect and collaboration, we’ll truly achieve positive change,” Parada concluded.

The event made it clear that the challenge of the Karin Law is not just regulatory but also cultural. Companies must go beyond legal adaptation and engage in a true transformation of workplace dynamics, embedding respect as a core value.

This first meeting of BritCham Chile’s Human Capital Committee marked the beginning of a necessary and profound dialogue on the future of labor relations in the country. In the coming months, attention will surely focus on the strategies companies adopt to navigate this new landscape.