External Confidential Advisor
A safe space to speak up
Undesirable behaviour at work
- bullying, (sexual) harassment, discrimination or aggression -
often goes unspoken.
Not because it isn't happening, but because employees don't know who to turn to, or fear the consequences.
An external confidential advisor (vertrouwenspersoon) gives them that place: confidential, independent and easy to reach.
That way you keep small signals small before they grow into absenteeism, conflict or resignation.
What you can reach out about
Do you recognise one of these situations?
An employee is experiencing bullying, harassment or discrimination but doesn't dare to report it
There's transgressive behaviour or abuse of power, and no one is stepping in
Someone isn't sure whether something "is really okay" - that very doubt is a good reason to talk
As an employer you want a safe working environment but lack an independent point of contact
A confidential advisor doesn't solve the situation for you. I listen, support and help the employee find their own way forward -
they stay in control throughout.
Why an external confidential advisor?
Independent
I sit outside your organisation and have no stake in the outcome. That makes the conversation truly free.
For many employees, talking to someone from outside is easier than talking to a colleague or manager.
Easy to approach
Qualified
LVV-certified confidential advisor, with twenty years of experience in HR and on the work floor.
Discreet
Everything stays between us. Nothing happens without the employee's consent.
What I do
For the employee
· a listening ear and a safe space
· insight into the options (from doing nothing to filing a formal complaint)
· support with whatever step the employee chooses to take
· a trusted point of contact for as long as it's needed.
For the organisation
· flagging recurring patterns
· advice on policy and prevention, whether asked for or not
· periodic, anonymous feedback
· helping build a culture where undesirable behaviour can be discussed openly.
What does the law say?
As an employer, you're already required to prevent and limit psychosocial workload - including undesirable behaviour - under the Dutch Working Conditions Act (Arbowet).
A confidential advisor is one of the most effective measures for this. On top of that, a bill is pending that will require employers with ten or more employees to appoint a confidential advisor.
The Dutch House of Representatives (Tweede Kamer) has passed it; it is now before the Senate (Eerste Kamer). Organisations that arrange this now won't be caught off guard later and are investing in a safe working environment today.
Eerste Kamer der Staten-Generaal
Why Moxie
The combination is what makes the difference. As a confidential advisor, mediator and coach, I see not just the incident but the pattern beneath it.
What begins with one employee can where appropriate, and with a strict separation of roles be taken further within the same practice through mediation or coaching.
One trusted point of contact, several routes to a solution.
Ready to invest in a safe workplace?
Book a free 30-minute introductory call. No obligations, just immediate insight into what an external confidential advisor can mean for your organisation.