INDEPENDENT CONTACT POINT
When is an external confidential advisor relevant?
Employees need an independent point of contact
Employees must be able to speak confidentially outside regular reporting lines about undesirable behavior, concerns, or integrity issues.
The organization wants to actively support social safety
An external confidential advisor lowers the threshold for discussing experiences and signals in a timely manner.
An employee wants to retain control
The employee seeks information and support regarding possible next steps, without having to immediately submit a formal report or complaint.
A safe and accessible service
Employees have access to an independent professional who listens confidentially and offers support.
More clarity on possible next steps
Employees gain insight into informal and formal routes and can determine for themselves which step suits their situation.
Insight into organization-wide signals
Anonymized reports make patterns and areas of concern visible that can contribute to prevention and social safety.
Carefully setting up the facility
We make clear agreements regarding accessibility, confidentiality, roles, reporting, and positioning within the organization.
Listening and clarifying the situation
We provide space for the employee's story and explore together what is going on and what is needed.
Carefully exploring options
We discuss informal and formal courses of action, ensuring that the employee retains control as much as possible.
Guiding, identifying, and advising
If desired, we provide support with next steps and report periodically and anonymously on relevant patterns and points of attention.
We want to strengthen social safety
Social safety is not created by policy alone, but because employees know where to turn, signals are taken seriously, and leaders visibly take responsibility.
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