Prevention
A suitable structure can solve and prevent many problems. When everyone—from employee to director and confidential advisor—knows what is expected of them, it provides the protection that truly matters. But where do you start? There are no universal standards because every organization is different. Organize the organizational structure, ask employees about their needs, and determine what is necessary. Make clear agreements, anchor them, ensure everyone is informed, and that employees know where to turn.
The impact of this is significant. Without an appropriate organizational structure and clear agreements, those who wish to report issues often cannot share their experiences and remain unheard. Small problems, such as miscommunication between two employees or an inappropriate remark, can grow into major issues that grip an entire department—or, in rare cases, the whole organization.
Reporting
Is the structure in place? Are agreements anchored and shared across the organization? Initially, this often leads to an increase in reports. For some organizations, this is a reason not to pursue such efforts. But that is shortsighted. This very structure enables organizations to uphold agreements, handle reports objectively, and prevent escalations. As a result, tensions can often be diffused quickly.
The new guidelines on preventing and addressing sexual misconduct by Mariëtte Hamer offer valuable support to help organize and integrate this process into daily operations.
Confidential Advisors
A confidential advisor can help with this—something the legislator also recognizes. Therefore, organizations with more than ten employees will soon be required to appoint a confidential advisor. This person supports the reporter, offers assistance and advice, and informs them about relevant policies and codes of conduct. In all cases, the reporter remains responsible for the report—the confidential advisor does not take over the report or its handling.
The confidential advisor guides employees in raising issues and, if necessary, refers them to support services such as the Sexual Violence Center, a psychologist, or a general practitioner. Additionally, the advisor helps managers prevent unsafe behavior, tracks the number and nature of reports, and identifies unsafe situations.
Tailored Solutions
However, theory does not always align with reality, and emotions can run high. Things can still go wrong despite having the right structure and confidential advisor in place. The most common cause is the persistence of a workplace culture where reporting does not feel safe. In such cases, employees are now protected by the new Whistleblower Protection Act and the Working Conditions Act.
A safe workplace is not a linear process or a checklist. Legislation not only protects after the fact but also helps establish the right structure in advance and ensures a safe reporting culture. Ultimately, every structure must be customized, and acting with integrity and intrinsic motivation is essential to continuously improve. Ready to take action today? Boels Zanders supports clients at all stages, from prevention to de-escalation. Contact Anouk Cordang or Monique Schreurs for more information.
