Confidentiality counseling in two fields
Undesirable Behavior
Under the ARBO Act (2017), every organization is obliged to ensure a psycho-socially safe working environment. This refers to the people who work for the organization. This means that you must be able to report unwanted behavior you have experienced or noticed to someone in confidence. Many organizations have appointed an external confidential advisor for this purpose.
What is undesirable behavior?
If a colleague bullies, intimidates, sexually harass, inflicts violence or discriminates against you, you can contact a confidential adviser. Or if you see it happening but you don't know what to do with it. The term 'unwanted intercourse' is interpreted broadly. In addition to verbal, physical and psychological aggression, this also includes exclusion, ignoring, bullying and stalking.
What can you expect?
If you have any questions, problems or doubts about undesirable behaviour, the confidential counselor is there for you. We listen, interpret with you, think along with you about dilemmas, assist you in what solutions you have, or, if it is too serious, what steps you can take to submit an official report or complaint to the organization. We support you in all these facets.
In addition to support, we also give presentations about (undesirable) behaviour, provide information, introduce ourselves and give management (unsolicited) advice in response to signals received. Always anonymous. Safety and trust are paramount. Continual.
Integrity
Under the Whistleblowers Act (2016) every organization with more than 50 employees is obliged to have a reporting procedure for abuses. This is about the norms and values that affect the organization or that can harm society. The role of the confidential counselor is that of a sounding board in case of doubt, suspicion, lack of clarity or further reporting of an abuse or violation.
What are integrity issues?
Great examples of dishonest behavior are fraud, self-enrichment, conflicts of interest, environmental damage, price fixing. Smaller matters are fiddling with expense claims or vacation days, accepting gifts, ill-treatment, favoritism, fiddling with bills, working from home without working from home, speaking unfairly about colleagues or supervisors on social media.
What can you expect?
If you witness an abuse or you suspect a violation, you can turn to an external confidential advisor. Together we look at which route is desired in order to arrive at a reasonable solution. Knowledge of the rules, procedures and agreements is crucial. Your report may be important for the organization and therefore for the employees. The aim is always to improve.
In addition to support, we also give presentations about (non) integrity behaviour, and we ensure that we can be found. We support the reporter and also keep the organization's interests in mind at all times. Safety and trust are paramount. Continuously.
Support
To support and coach people who share their worries about or experienced undesirable behavior of integrity violation. What is meant by undesirable behavior concerns intimidation, bullying, agression and violence, discrimination and sexual intimidation issues. Integrity issues variates from witnessing a copypaper stealing colleague to receiving unauthorized donations to fraud. All you share is confidential and we always try to solve the issue, first informal but if that doesn’t work I can help you file a complaint.
Education
To educate and inform the organization about what is meant by undesirable behavior and how to avoid this from happening. As well as integrity issues that need to be faced. It is also good to focus on desirable behavior.
Advice
To provide management with asked and not-asked for advice concerning undesirable behavior or integrity issues. When the atmosphere is so ruined that a normal conversation is no longer possible I will warn management about this atmosphere. Sometimes management asks my advice when they feel this is needed. It works both ways. With always the intention to work in a healthy and inspiring environment.