Why a confidential counsellor?
All companies, big or small, are required by law , article 34 of the Dutch Working Conditions Act to provide a safe working environment for their staff and protect them from Psychosocial workstress (PSA). Part of the policy is appointing an confidential counsellor. Examples of psychosocial workload are a high workload, but also inappropriate behaviour in the workplace.
Your employees can share their experiences regarding undesirable behavior or misconduct (including suspected) in the workplace with a Confidential Counselor. This is an important added value for your organization. Problems experienced by employees can only be resolved if they are verbalized and professionally addressed.
The experiences of employees are like a mirror for your company. They reflect what is needed to be a healthy and safe working environment and offer an opportunity for additional organizational improvements. If your employees are happy, you will reap the benefits.
When to engage a Confidential Counsellor?
Unwanted or inappropriate behaviour is a collective term for all forms of behaviour in which one person does not respect another person’s boundaries. The organization is strengthened with the support of a Confidential Counsellor. Identified problems also have the potential for growth.
As a Confidential Counsellor for your company I offer support and guidance when experiencing unwanted behaviour such as:
- Sexual harassment
- Aggression and intimidation
- Bullying
- Discrimination
- Misconduct
I guide your employees in making optimal choices in complex situations. Everything that is discussed with the confidential counsellor is confidential. I will only take action if authorised to do so. In addition, it is important that a Confidential Counsellor is both visible and accessible in your organization.
Agression and violence
Aggression and violence occur when an employee is harassed, threatened or attacked. A distinction is made between internal and external aggression.
Discrimination
Discrimination is the unfair or prejudicial treatment of people and groups based on characteristics such as race, gender, age, or sexual orientation
Intimidation
Intimidation is a form of manipulation. Fear is created by threatening negative consequences, usually in order to persuade someone to do something that you want them to do.
Bullying
Bullying is intimidating behavior of a structural and intentional nature, by one or more employees (colleagues, managers) directed against an employee or a group of employees who cannot defend themselves against this behavior.
Sexual harassment
Sexual harassment involves sexually suggestive comments, gestures and touching which is considered unwanted, unacceptable, inappropriate and offensive. It can affect a person's dignity.
Integrity
Carrying out a job carefully and as well as possible, taking into account professional responsibility, staying aligned with your personal and work values and being able to justify the choices made.
In these difficult and sometimes complex situations, employees are guided to make the optimal choice when looking for a solution. Confidentiality is self-evident.
Integrity
If you suspect an irregularity or a violation of integrity within the organization, you can report this to the confidential counsellor. You can also report this to a manager or an internal reporting point. This can sometimes be difficult. Often several people are aware of the situation, e.g. colleagues.
A confidential counsellor offers a listening ear and a safe place for everyone within the organization to report an integrity violation or suspicions thereof. The confidential counselor is a confidential point of contact or a sparring partner.
A report or complaint must be able to be submitted safely; the confidential counselor can provide support in this regard.
Please view the video from Van Oss & Partners, below to better understand what the role is of a Confidential Counsellor, sometimes called a Confidential Advisor or a Confidant.
What can you expect?
Education
A personal introduction to employees and management through a presentation and information about undesirable behavior and the tasks of a confidential counselor. Afterwards, all employees know exactly who and how to contact.
Contact
If an employee wants to make a report or has a question, he can contact me by email, telephone or chat without the knowledge or intervention of his employer. We will then schedule an appointment for a day, time and place in consultation. This can be in person, online or by telephone. The confidential counselor supports, guides and advises the employee after the incident.
Confidentiality
The information shared during the conversations remains confidential unless the employee agrees to share information if necessary.
Objective and independent
An external confidential Counsellor is independent, offers an objective listening ear to employees and, if possible, will help find a solution in an informal way.
Annual report
Every year, a clear and anonymized annual report is drawn up. This can lead to recommendations for policy improvement.
Advice
If the situation requires it, solicited and unsolicited advice can be given to management.
Useful tips and external links
Risk Assessment & Evaluation A step-by-step guide for business owners
The Netherlands Institute for Human Rights is an independent monitoring human rights institute. They explain, protect and promote human rights in the European part of the Netherlands and the Caribbean Netherlands. They also handle discrimination complaints.
The Dutch Whistleblowers Authority provides advice and support for persons who want to report a possible wrongdoing within the context of their work-related activities. They also conduct investigations into wrongdoings within organizations or into reprisals against reporting persons. Finally, they also provide know-how for organizations on how to improve their internal integrity policy.
Communicating about integrity is important but far from easy. That is why the Dutch Whistleblowers Authority sets out some insights and tips for you in this brochure. This overview is primarily intended for integrity and compliance officers to support in better communication about integrity within their own organisation.