TRAINING & CONFIDENTIALITY
A confidential counselor deals with both inappropriate forms of conduct such as (sexual) intimidation, aggression, bullying and discrimination, as well as integrity issues such as fraud, theft, misuse of company assets, undesirable secondary activities or abuse of power.
For smaller organisations, it's often difficult to have their own (internal) confidential counselor. An external confidential counselor is a good solution for them. However, larger organisations also often opt for an external confidential counselor, sometimes in combination with an internal one. The external confidential counselor can support your internal confidential counselor and is independent. This makes it easier for some employees to report or discuss issues.
the 3 tasks of a confidential counselor:
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The first task: support the victim of inappropriate behaviour or the potential reporter of an integrity issue: listen to his or her story and together find an appropriate solution for the situation, so that he or she can deal with the situation;
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The second task: to inform employees and managers about inappropriate behaviour and integrity issues: the emphasis is on prevention, how to deal with it if it does occur and the role of the confidential counselor in achieving this;
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The third task: solicited and unsolicited advice to management in both areas.
An external confidential counselor ensures that your organisation becomes a safer workplace, which can saves a lot of money and improves the working atmosphere for your employees.
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It is expected that having a confidential counselor will likely become mandatory for all organisations. This bill has been passed by the House of Representatives and will now go to the Senate. The Social Affairs and Employment Inspectorate is already monitoring whether a properly trained confidential counselor is present.
By appointing an external confidential counselor, you ensure that:
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Your organisation meets the legal obligation to provide a safe working environment.
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The emphasis is on education and prevention.
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Your employees can discuss inappropriate behaviour or integrity issues in confidence.
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Problems can be addressed quickly, which improves the working atmosphere.
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Sick-leave can be reduced.
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It becomes clear what can be improved in your organisation.
Together we create a pleasant and safe working environment. This leads to lower costs, higher productivity, and greater flexibility.