This is how you avoid (and detect) victimisation



According to the Work Environment Act, besides their own conscience and moral compass, employers have an obligation to prevent and take action against victimisation in the workplace. The Act requires employers to have a policy and a plan of action with clear procedures for how managers or those affected should act. However, even if you feel that you have the paperwork in order, it doesn’t necessarily mean that it will function in practice.

For how should you actually proceed as an employer in order to prevent unfavourable working conditions? A first step, and one which helps organisations to work proactively with these issues and not simply take action when an incident has occurred, is to start measuring how your employees perceive their work situation.

We have many years’ experience of measuring harassment in the workplace and we have now also expanded our product range to measure victimisation.

The new survey will enable you to establish if and where victimisation occurs, investigate whether the employees know where they should turn, and follow up whether reports actually lead to any change.

The survey asks questions concerning:

  • Equal opportunities and obligations
  • Jargon
  • Victimisation (bullying, discrimination and sexual harassment)
    • Which type of violation was it?
    • What is the perceived basis for the violation?
    • Who was it that perpetrated the violation (colleague/manager/external)?
    • Has the incident been reported? Has the report led to action being taken?
  • Do employees know where to turn to if they are victimised or see someone else being victimised?
  • Supplementary questions about violence or threats of violence

If you have questions about our new product, you are more than welcome to contact our Business development Manager EX and Head of Analysis: or contact us here.

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