Intimidation
Intimidation is when someone influences your behavior by instilling fear, threatening negative consequences. Intimidation can occur physically when someone's "comfort zone" is crossed or threatened. One form of this is when someone literally corners you and verbally threatens you. Intimidation can also take a verbal form, such as blackmail, manipulation, or when someone puts you under pressure. Unfortunately, both forms of intimidation occur in the workplace. Sexual intimidation also falls under this category. Download logfile. more.
Because intimidation in the workplace takes many different forms, it can be challenging to recognize. For many people, intimidation is a form of crossing boundaries. Someone literally crosses your moral boundaries and invades an area where others shouldn't go. These boundaries are different for everyone. Once you feel systematically anxious or threatened by a colleague's behavior, you are likely being intimidated. Victims often exhibit signaling behavior. These can be innocent behaviors indicating stress, such as mistakes, absent-mindedness, or nervousness. However, stress due to intimidation can lead to frequent illness, stomach problems, or self-harm. Victims may also try to avoid social contact with certain colleagues. Lack of guilt is often observed in the perpetrator's eyes because, in their view, the victim deserves it. If you see colleagues having conflicts without seeking reconciliation afterward, there is a chance of workplace intimidation.
Intimidation in the workplace usually does not stop on its own. When you become a victim of intimidation, it takes courage to take action. You can initiate the conversation yourself or seek help from your supervisor or colleagues. Keep in mind that the goal of the conversation should be to stop unwanted behavior. Your employer is obligated to create a safe workplace for employees. Some forms of intimidation are criminal. If the case of intimidation is serious, an employer may issue an official warning to an employee or even dismiss them.
If you consistently experience intimidation in the workplace, you may want to file a complaint with your employer or an independent body. In this case, it is useful to build a file of the intimidation. This can be in the form of a logbook where you record the date, time, and form of intimidation. This file may be important later in the process, providing strength when filing a complaint and giving an overview of the incidents. Download logfile. .
Are you or a colleague a victim of intimidation and want to talk to someone about it? Our confidential advisors are here for you. Whatever the situation, we listen to your story and assist you in finding a solution. We think along with you about the steps you can take. Whether you just want a listening ear, want to proceed with filing a complaint, or need to involve a professional, we are happy to help you. You remain in control. Contact us here or schedule an appointment for our consultation hours.
Need a confidant or have a question? Don't hesitate and contact us. You can do so online, by phone or in person. See Download logfile. all possibilities.
Bullying is a form of aggression aimed at repeatedly and intentionally causing harm to someone. This can occur online and offline, physically and verbally. Various people are involved in bullying: the bully, the victim, and bystanders. The bully is usually not alone, but the victim often is. Being bullied causes various mental problems such as stress, anxiety, loneliness, shame, and lack of self-confidence. Bullying is often associated with children, but it also occurs among adults, including in the workplace. Unfortunately, workplace bullying often manifests as insults, intimidation, exclusion, and withholding important information. Research by TNO in 2017 shows that over half a million employees in the Netherlands were victims of bullying, with 80,000 of them being systematically bullied.
Negative behavior or bullying is often dismissed as a joke. However, teasing can quickly turn into bullying. Bullying is systematically carried out by the same person and often involves inequality in power, strength, or social status. In teasing, this occasionally happens between different parties. The same person may be teased for a long time or frequently. Once the recipient no longer finds it funny or amusing, teasing turns into bullying.
If you feel that you or one of your colleagues is being bullied, there are various ways to recognize bullying behavior in the workplace. Victims often show signaling behavior, which can be innocent behaviors indicating stress, such as mistakes, absent-mindedness, or nervousness. However, stress due to bullying can lead to frequent illness, stomach problems, or self-harm. The victim may also try to avoid social contact with colleagues, displaying behaviors like having lunch alone, extended bathroom breaks, or leaving quickly after work. The bully often lacks guilt because, in their eyes, the victim deserves it. If you see colleagues having conflicts without seeking reconciliation afterward, there is a chance of bullying. Bullying is not only expressed in verbal abuse but also in actions. Colleagues may deliberately withhold information, exclude others, or spread rumors. Download logfile. more on that topic.
If you consistently experience bullying in the workplace, you may want to file a complaint with your employer or an independent body. In this case, it is useful to build a file of the bullying. This can be in the form of a logbook where you record the date, time, and form of bullying. This file may be important later in the process, providing strength when filing a complaint and giving an overview of the incidents.
Do you structurally suffer from bullying in the workplace and recognise this behaviour? You may want to file a complaint about it with your employer or with an independent body. In this case, it is useful to build up a file on the bullying. This can take the form of a logbook in which you keep a record of when and on what days the bullying occurs and in what form. Download Download logfile. A template of the harassment log. This file can be important later in the process. It ensures you are stronger when you want to file a complaint and gives you a record of incidents.
Are you or a colleague a victim of bullying and want to talk to someone about it? Our confidential advisors are here for you. Whatever the situation, we listen to your story and assist you in finding a solution. We think along with you about the steps you can take. Whether you just want a listening ear, want to proceed with filing a complaint, or need to involve a professional, we are happy to help you. You remain in control. Contact us here or schedule an appointment for our consultation hours.
Aggression and violence in the workplace takes many forms. Aggression and violence occurs when an employee is physically or verbally harassed, threatened or attacked. This can be caused by colleagues, but also by third parties (such as a customer or client). Aggression and violence causes a lot of damage, to the victim but also to those involved. A distinction is made between verbal, psychological and physical aggression. Verbal aggression takes the form of, among other things, unwelcome language, intimidation and name-calling. Psychological aggression involves forms of mental abuse. Examples include stalking, humiliation, blackmailing or threatening. Finally, physical aggression is about physical abuse. This comes in different forms such as kicking, vandalising or spitting. Research by FNV shows that nearly two million Dutch people face aggression or violence in the workplace every year. The consequences of this are enormous. Apart from a considerable amount of stress for the victim, aggression and/or violence can cause long-term and sometimes permanent disability.
Because aggression and violence usually target an individual person, it is difficult to recognise the problem. Also, the violence often takes place outside working hours. So it does take place at work, but when many colleagues have already left. This makes it difficult for employers or colleagues to spot aggression. Aggression and violence between colleagues can be a one-off occurrence, but it can also be a recurring problem. Both cases are unacceptable and sometimes even punishable. Physical aggression is easier to spot as an outsider than psychological or verbal aggression. A victim often exhibits signalling behaviour, by which you can tell that someone has been the victim of aggression and/or violence. These may be innocent behaviours that indicate the person is stressed. For example, tics, absence, or nervousness. The victim may also try to avoid social contacts with certain colleagues. Physical abuse can sometimes be recognised by residual scars, scrapes or bruises. If you see colleagues having a conflict, without subsequent rapprochement or reconciliation, there is a chance that aggression or violence is at play. Often aggression and violence in the workplace coincide with bullying. Read Download logfile. more on bullying.
Aggression and violence in the workplace do not usually stop by themselves. When you have become a victim of aggression and/or violence, it takes a lot of courage to take action yourself. You can start the conversation yourself, but you can also seek help from your manager or colleagues. Keep in mind that the aim of the conversation should be to stop the unwanted behaviour. Such a conversation is only useful if the victim can continue working with the offender afterwards. As a victim, you can also complain to your employer. Your employer is obliged to create a safe workplace for employees. If the case of aggression and/or violence is serious, an employer may give an employee an official warning or sometimes even dismiss them.
Do you structurally experience aggression and/or violence in the workplace? You may want to file a complaint about this with your employer or with an independent body. In this case, it is useful to build up a file of the violence. This can take the form of a logbook in which you keep a record of when and on what days the violence occurs and in what form. Download Download logfile. A template of the logbook in case of aggression and/or violence. This file can be important later in the process. It ensures that you are stronger when you want to file a complaint and gives you an overview of incidents.
Are you or a colleague a victim of violence and/or aggression and would you like to talk to someone about this? Our confidants are there for you. Whatever the case may be, we will listen to your story and help you find a solution. We think along with you about the steps you can take. Whether you just want to listen, lodge a complaint or involve a professional, we will help you on your way. You remain in control. Take Download logfile. You remain in control. Download logfile. Contact us or schedule an appointment for our consultation hours.
The literal meaning of discrimination is 'making a distinction'. Discrimination is the unequal treatment and disadvantaging of people based on characteristics that are not relevant in a given situation. Such distinctions are often made on the basis of race, gender, orientation, age, nationality or religion. Discrimination also occurs in the workplace, in many different forms. For example, when colleagues in the same job receive different salaries. Or when colleagues make offensive jokes based on previously mentioned characteristics. Discrimination in the workplace can be a conscious, considered choice by the person discriminating, but it can also be an unconscious action when the person discriminating does not realise that his/her behaviour is based on prejudice. The consequences of discrimination at work can have major repercussions. Among other things, it can lead to loneliness, stress and reduced self-esteem. Research by the National Vacancy Bank from 2022 shows that almost one in six Dutch people face discrimination at work.
Because workplace discrimination takes so many different forms, it can be difficult to recognise as a victim or colleague. We list some examples of possible forms of workplace discrimination:
- Insulting jokes from colleagues or managers;
- Not getting promotion opportunities;
- Receiving less salary than colleagues in the same job;
- Getting fired for getting pregnant/being pregnant;
- Not being hired somewhere because of your comeliness or appearance.
These are all examples of negative discrimination. The opposite of this is positive discrimination, where there is preferential treatment for certain people. Often a change in behaviour takes place in people who are discriminated against. For example, they may suddenly withdraw from the social circle of colleagues, or try to avoid certain colleagues. Sometimes when discrimination occurs, cliques form in the workplace. This is often accompanied by ostracism or social exclusion. If this catches the eye of one of your colleagues, there may well be more to it.
As we just told you, there is a distinction between conscious and unconscious discrimination. Both are hurtful, but both require a different solution. When you feel that the perpetrator is doing it unconsciously, speak to the person about his/her behaviour. Often, people do not realise that their behaviour deeply hurts others. It may take courage, but it is a start to ending discrimination. If, as a victim, you feel that the person discriminating is doing it deliberately, it is wise to talk about it with someone you trust. This could be a colleague, someone in your private circle, or your supervisor. You can also choose to report this unwanted behaviour. You can do so to the police (discrimination is a criminal offence), or to an independent body that will investigate.
Are you structurally discriminated against in the workplace? You may want to file a complaint about it with your employer, with an independent body or report it to the police. In this case, it is useful to build up a file on the discrimination. This can take the form of a logbook in which you keep a record of when and on what days discrimination occurs and in what form. Download Download logfile. A template of the discrimination log. This file can be important later in the process. It makes you stronger when you want to file a complaint and gives you an overview of incidents.
Are you or a colleague a victim of discrimination and want to talk to someone about it? Our confidants are there for you. Whatever the case may be, we will listen to your story and help you find a solution. We think along with you about the steps you can take. Whether you just want to listen, lodge a complaint or involve a professional, we will help you on your way. You remain in control. Take Download logfile. You remain in control. Download logfile. Contact us or schedule an appointment for our consultation hours.
Sexual harassment is unwanted comments, gestures or actions of a sexual nature, where the victim feels humiliated, threatened or uncomfortable. It can involve (non)verbal behaviour and physical contact. Unfortunately, sexual harassment and sexually transgressive behaviour is common in the workplace. It can be between colleagues, but also between employers and employees and between employees and their customers. Recent research by the Volkskrant shows that 134,000 people experience sexual harassment at work every year. Over 20% of these are women between the ages of 15 and 25. It is possible that the actual figure is even higher, as it is often difficult for victims to speak out about it. The consequences of sexual harassment at work are very serious for the victim. It causes a lot of stress and anxiety, but it also often creates a sense of shame or guilt. Sometimes perpetrators make victims feel that they have given them cause to proceed to sexual acts. If someone crosses your boundaries, it is never your fault. Sexual harassment is punishable and should not take place. The perpetrator should respect your boundaries.
In some cases, it is immediately clear to victims that the behaviour is sexually transgressive. In other cases, it is more difficult to establish. Often sexual comments are dismissed as a joke, while the recipient may not find it funny at all. Or you may find it funny the first time, but not the subsequent times. Sexual harassment can be verbal or physical. We list some examples of sexually transgressive behaviour in the workplace:
- Inappropriate jokes or ambiguous remarks are made;
- Unwanted intimate questions are asked;
- A colleague or employer invites you on an intimate date;
- Unwanted physical contact is made, for example pinching the buttocks or kissing, but also an unwanted touch like an arm around your shoulder;
- People make unwanted advances outside working hours, for example on social media or whatsapp.
Because sexual harassment usually targets an individual person, it is difficult to recognise the problem as a colleague. Also, harassment often takes place out of sight of colleagues. For example, outside working hours when colleagues have already left. Or in places where the perpetrator has free rein. This makes it difficult for employers or colleagues to recognise sexual harassment. Sexual harassment in the workplace can be a one-off occurrence, or it can be a recurring problem. Both cases are unacceptable and sometimes punishable.
Unwanted intimacies often develop slowly, making a boundary sometimes difficult to draw. The victim defines this boundary. It takes a lot of courage from victims to acknowledge sexual harassment and intervene. There are several ways to raise the alarm. Make a start by talking about it with people. This could be someone within your private circle, or colleagues. It can help to find out if other colleagues are experiencing the same thing. Together, you will be stronger. You can also go to your supervisor or employer. Your employer is obliged to provide a safe working environment. You can also choose to report this undesirable behaviour. This can be done with the police, or with an independent body that will investigate.
Are you experiencing sexual harassment in the workplace? You may want to file a complaint about it with your employer, with an independent body or report it to the police. In this case, it is useful to build up a file of the sexual harassment. This can take the form of a logbook in which you keep a record of when and on what days sexual harassment occurs and in what form. Download Download logfile. A template of the sexual harassment log. This file can be important later in the process. It ensures you are stronger when you want to file a complaint and gives you a record of incidents.
Are you or a colleague a victim of sexual harassment and want to talk to someone about it? Our confidants are there for you. Whatever the case, we will listen to your story and guide you in finding a solution. We think along with you about the steps you can take. Whether you just want to listen, lodge a complaint or involve a professional, we will help you on your way. You remain in control. Take Download logfile. You remain in control. Download logfile. Contact us or schedule an appointment for our consultation hours.
Acting with integrity at work means performing a job well and with care, taking into account responsibilities and the applicable norms and values within an organisation. Integrity is a good personal trait, showing that you are sincere and honest. In business, for example, it means not being corruptible and not abusing power. What people do and do not consider integrity depends on society and time. Each organisation's interpretation of integrity has a different meaning. Generally, it means being aware of your employer's vision and the professional code and not deviating from it for your own sake. Some of these rules are set out in your company's code of conduct, but of course not everything can be set out in rules. When certain rules are missing, as an employee you judge for yourself whether something can or cannot be done.
In the workplace, integrity is very important, however, colleagues sometimes fail to act with integrity. Within not acting with integrity, a distinction is made between social wrongdoing and integrity violations. Within social malpractices, issues such as damage to the environment or danger to public health are covered. An example: employers make employees compulsorily come to the office during the corona crisis, despite the lockdown. Integrity violations include things like fraud and theft, corruption and abuse of power.
When people act with integrity in the workplace, it stands out in a positive way. In contrast, acting with no integrity is harder to spot. Often, acting with no integrity also happens unconsciously, or out of sight of employees. It could also be that you disagree with a choice made by your employer or come across integrity violations by accident.
If you spot any kind of lack of integrity at your work, it is very important to raise the alarm as soon as possible. In the case of not acting with integrity, the problem does not lie with you as an employee. The problem lies within the organisation and it is not up to you to solve it. Because standards and values of the organisation are violated when acting with lack of integrity, you as an employee actually have little to do with it. It is up to your employer to solve this problem; the employee should not and does not want to interfere. You can, for instance, report it to your supervisor or employer. If you feel they are involved in not acting with integrity, take contact up with an ounce.
Do you feel that someone within your organisation is guilty of some form of lack of integrity? Our confidants are there for you. Whatever the case may be, we will listen to your story and assist you in finding a solution. We think along with you about the steps you can take. Whether you just want a listening ear, want to proceed to filing a complaint or want to involve a professional, we will be happy to help you on your way. Take Download logfile. You remain in control. Download logfile. Contact us or schedule an appointment for our consultation hours.
Need a confidant or have a question? Don't hesitate and contact us. You can do so online, by phone or in person. See Download logfile. all possibilities.
Need a confidant or have a question? Don't hesitate and contact us. You can do so online, by phone or in person. See Download logfile. all possibilities.
Need a confidant or have a question? Don't hesitate and contact us. You can do so online, by phone or in person. See Download logfile. all possibilities.
Need a confidant or have a question? Don't hesitate and contact us. You can do so online, by phone or in person. See Download logfile. all possibilities.
