How does your organization deal with sexual harassment and integrity?

A work environment where employees feel comfortable and safe increases productivity and flexibility, according to several studies. A pleasant work environment also includes behavior that all employees can agree with. Inappropriate behavior can affect the atmosphere in a department so negatively that employees’ enjoyment of their work is greatly diminished. Something you would like to prevent as an employer but often do not recognize until it is already too late.

More and more articles appear in the news about undesirable behavior at work. Wherever people are in contact with each other, tension can occur in dealings. The perception of desired and undesired intercourse is different for everyone, and everyone decides for themselves whether or not a line is crossed.

“16% of Dutch employees report experiencing undesirable behavior from colleagues.”

By undesirable behavior we mean (sexual) Intimidation, aggression, bullying and discrimination. This is not only harmful to the employees who have had to deal with it, it is also harmful to the organization itself. Consider the costs of absenteeism, unnecessary staff turnover and reputational damage.

The Working Conditions Act (Arbowet) therefore requires an organization to develop adequate policies on undesirable behavior in order to provide a safe working environment for employees. If there are more than 50 employees, there is expected to be a Confidential Advisor.

In addition, every organization has to deal with integrity. The word integrity is often found in various job descriptions at organizations, but it is not always clear exactly what it includes. By integrity, we mean acting in good conscience, in accordance with applicable standards and values. Integrity is not only a trait that an organization should expect from its employees, employees should also expect it from their employer. A good employer trusts its employees, and good employees return that trust. This creates the most pleasant working atmosphere, especially if it is clear where to turn if one suspects something is not right. Examples include fraud, theft, misuse of company assets, unwanted side business or abuse of power.

“Integrity is doing the right thing even when no one is looking.”

This can happen at the individual level or affect parts of the organization, damaging customers, employees or citizens. These are abuses that can be very damaging to the organization. However, the consequences can also affect society, in which case there is social wrongdoing. The Whistleblower Protection Act states that organizations with more than 50 employees are required to have an integrity policy with an internal reporting system. The Confidential Advisor is part of this.

Although it is not yet required by law to have a Confidential Advisor, it is advisable to appoint a Confidential Advisor for the benefit of employees, who has expertise in both sexual harassment and integrity. Even in smaller organizations. An external confidential advisor can be a good solution for both large and small organizations.