Aggression and violence

Intimidation

Discrimination

Bullying

Sexual harassment

Lack of integrity

What is aggression and violence?

Aggression and violence in the workplace can take many forms. Aggression and violence occur 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 can cause significant harm, both to the victim and to others involved.

A distinction is made between verbal, psychological, and physical aggression. Verbal aggression includes unwanted language, intimidation, and verbal abuse. Psychological aggression refers to forms of mental abuse, such as stalking, humiliation, blackmail, or threats. Finally, physical aggression involves physical assault. This can occur in different forms, such as kicking, damaging property, or spitting.

Research by FNV shows that nearly two million people in the Netherlands experience aggression or violence in the workplace every year. The consequences can be severe. In addition to considerable stress for the victim, aggression and/or violence can lead to long-term and sometimes permanent incapacity for work.

Recognising and identifying aggression and/or violence

Because aggression and violence are usually directed at an individual person, the problem can be difficult to recognise. In many cases, the violence also takes place outside regular working hours. This means it happens at the workplace, but when many colleagues have already left. As a result, it can be difficult for employers or colleagues to notice aggression.

Aggression and violence between colleagues can occur as a one-time incident, but it can also be a recurring problem. Both situations are unacceptable and sometimes even punishable by law. Physical aggression is easier for bystanders to recognise than psychological or verbal aggression.

Victims often show warning signals that may indicate they have been subjected to aggression and/or violence. These can be seemingly harmless behaviours that show a person is stressed, such as tics, absence, or nervousness. The victim may also try to avoid social contact with certain colleagues. Physical abuse may sometimes be recognised through visible scars, scratches, or bruises.

If you notice that colleagues have a conflict without any attempt at reconciliation afterwards, there may be aggression or violence involved. Aggression and violence in the workplace are often connected to bullying. Read more about bullying here.

What can you do yourself?

Aggression and violence in the workplace usually do not stop on their own. If you have become a victim of aggression and/or violence, it often takes a lot of courage to take action yourself. You may choose to start a conversation yourself, but you can also seek help from your manager or colleagues.

Keep in mind that the goal of the conversation should be to stop the unwanted behaviour. Such a conversation is only useful if the victim can continue working with the perpetrator afterwards. As a victim, you can also file a complaint with your employer. Your employer is obliged to create a safe working environment for employees.

If the case of aggression and/or violence is serious, an employer may give an employee an official warning or even dismiss them.

Build a record

Are you experiencing aggression and/or violence in the workplace on a regular basis? You may want to file a complaint about it with your employer or with an independent authority. In that case, it can be helpful to build a record of the aggression and/or violence.

This can take the form of a logbook in which you record the date and time the incident occurs and the form it takes. Download a template of the logbook for aggression and/or violence here. This record may later be important in the process. It strengthens your position if you decide to file a complaint and provides an overview of the incidents.

Can we help you?

Are you or a colleague a victim of violence and/or aggression and would you like to talk to someone about it? Our confidential advisers are here for you. Whatever the situation may be, we will listen to your story and guide you in finding a solution.

We will think with you about the steps you can take. Whether you only need someone to listen, want to proceed with filing a complaint, or would like to involve a professional, we are happy to help you move forward. You remain in control of the process.

Do you need a confidential adviser or do you have a question? Don’t hesitate to contact us. You can reach us online, by phone, or in person.

View all options here.

What is intimidation?

Intimidation is when someone tries to influence your behaviour by making you afraid, for example by threatening negative consequences. Intimidation can take place physically, when someone’s “comfort zone” is crossed or threatened. An example is when someone literally corners you and threatens you verbally.

Intimidation can also take a verbal form. This may involve blackmail, manipulation, or someone putting pressure on you. Unfortunately, both forms of intimidation occur in the workplace. Sexual intimidation also falls under this category. You can read more about this here.

Recognising and identifying intimidation

Because intimidation in the workplace can take many different forms, it can sometimes be difficult to recognise. For many people, intimidation is a form of inappropriate or boundary-crossing behaviour. Someone literally crosses your moral boundaries and touches an area where another person should not come. These boundaries are different for everyone.

If you consistently feel afraid or threatened by the behaviour of a colleague, there is a good chance that you are being intimidated. Victims often show certain warning signals. These can be seemingly harmless behaviours that indicate that someone is stressed, such as tics, absence, or nervousness.

However, stress caused by intimidation can also lead to frequent illness, stomach complaints, or self-harm. The victim may also try to avoid social contact with certain colleagues. The perpetrator often lacks a sense of guilt, because in their view the victim “deserves it.” If you notice that colleagues repeatedly have conflicts without any attempt at reconciliation or rapprochement afterwards, there may be intimidation in the workplace.

What can you do yourself?

Intimidation in the workplace usually does not stop on its own. If you have become a victim of intimidation, it often takes a lot of courage to take action yourself. You may choose to start a conversation yourself, but you can also seek help from your manager or colleagues.

Keep in mind that the goal of the conversation should be to stop the unwanted behaviour. Your employer is obliged to create a safe working environment for employees. Some forms of intimidation are punishable by law. If a case of intimidation is serious, an employer may give an employee an official warning or even dismiss them.

Build a record

Are you experiencing intimidation in the workplace on a regular basis? You may want to file a complaint with your employer or with an independent authority. In that case, it can be helpful to build a record of the intimidation.

This can take the form of a logbook in which you note the date and time the intimidation occurs and the form it takes. Download a template of the intimidation logbook here. This record may later be important in the process. It helps strengthen your position if you decide to file a complaint and provides an overview of the incidents.

Can we help you?

Are you or a colleague a victim of intimidation and would you like to talk to someone about it? Our confidential advisers are here for you. Whatever the situation may be, we will listen to your story and help guide you in finding a solution.

Do you need a confidential adviser or do you have a question? Don’t hesitate to contact us. You can reach us online, by phone, or in person.
View all options here.

What is bullying?

Bullying is a form of aggression in which someone repeatedly and intentionally tries to hurt another person. This can occur both online and offline, and can be physical or verbal. Several people are involved in bullying: the bully, the person being bullied, and bystanders. The bully is usually not alone, but the person being bullied often is.

Being bullied can cause various mental problems such as stress, anxiety, loneliness, shame, and a lack of self-confidence. Bullying is often associated with children, but it also occurs among adults. Unfortunately, bullying also occurs in the workplace. It often manifests itself in name-calling, intimidation, exclusion, and withholding important information.

Research by TNO in 2017 showed that more than half a million employees in the Netherlands were victims of bullying. Of these, 80,000 were bullied on a structural basis.

Am I being teased or bullied?

Negative behaviour or bullying is often dismissed as teasing. However, teasing can quickly turn into bullying. Bullying happens repeatedly and usually involves the same person. There is often an imbalance, for example in power, strength, or social status.

Teasing, on the other hand, usually happens occasionally between different people. It may occur that the same person is teased for a long time or quite often. Once the person receiving it no longer finds it pleasant or funny, the teasing has become bullying.

Recognising and identifying bullying

Do you think that you or one of your colleagues may be bullied? There are several ways to recognise bullying behaviour in the workplace. Often the victim shows certain warning signals. These can be seemingly harmless behaviours that indicate that the person is stressed, such as tics, absence, or nervousness.

However, stress caused by bullying can also lead to frequent illness, stomach complaints, or self-harm. The victim may also try to avoid social contact with colleagues. This can often be seen in behaviours such as eating lunch alone, spending a long time in the restroom, or leaving quickly after working hours.

The bully often lacks a sense of guilt because, in their view, the victim “deserves it.” If you notice that colleagues have conflicts without any attempt at reconciliation or rapprochement afterwards, there may be bullying in the workplace.

Bullying does not only manifest itself through verbal aggression, but also through physical aggression or a combination of both. Physical aggression is usually easier to recognise than verbal aggression. If you notice aggression or violence between colleagues, read more about that topic here.

What can you do yourself?

Unfortunately, bullying does not stop on its own. Once you recognise bullying behaviour in the workplace, there are steps you can take. For example, you could start by addressing the bully. You may ask a colleague you trust for support in doing so. Research by CNV shows that only 16% of colleagues stand up for the victim. Ask a colleague you feel close to to speak to the bully about the inappropriate behaviour.

You can also ask your manager for help in stopping the bullying. Your employer is obliged to create a safe working environment for employees. A manager can address the bully or bullies about their behaviour. It can also help to tell the bully what their behaviour is doing to you. Sometimes the other person is not aware that their remarks are hurting you.

Bullies often try to provoke a reaction from the victim. Try to make it clear to the bully that they will not get a reaction from you and remain calm. Whatever the reason for the bullying may be, try not to change yourself in order to stop it. Be proud of who you are and do not give the bully satisfaction by changing your behaviour.

Build a record

Are you experiencing bullying in the workplace on a structural basis and do you recognise this behaviour? You may want to file a complaint about it with your employer or with an independent authority. In that case, it can be helpful to build a record of the bullying.

This can take the form of a logbook in which you record the date and time the bullying occurs and the form it takes. Download a template of the bullying logbook here. This record may later be important in the process. It strengthens your position if you decide to file a complaint and provides an overview of the incidents.

Can we help you?

Are you or a colleague a victim of bullying and would you like to talk to someone about it? Our confidential advisers are here for you. Whatever the situation may be, we will listen to your story and guide you in finding a solution.

What is discrimination?

The literal meaning of discrimination is “making a distinction.” Discrimination occurs when people are treated unequally or disadvantaged based on characteristics that are not relevant in a given situation. This distinction is often made on the basis of race, gender, sexual orientation, age, nationality, or religion.

Discrimination also occurs in the workplace in many different forms. For example, when colleagues in the same position receive different salaries, or when colleagues make offensive jokes based on the characteristics mentioned above. Discrimination in the workplace may be a deliberate and conscious choice by the person discriminating, but it can also be unintentional when someone is unaware that their behaviour is based on prejudice.

The consequences of discrimination at work can be significant. It may lead to loneliness, stress, and a reduced sense of self-worth. Research by Nationale Vacaturebank in 2022 shows that nearly one in six people in the Netherlands experience discrimination at work.

Recognising and identifying discrimination

Because discrimination in the workplace can take many different forms, it can sometimes be difficult to recognise, both for victims and for colleagues. Below are some examples of possible forms of discrimination at work:

Offensive jokes from colleagues or managers;
Not receiving opportunities for promotion;
Receiving a lower salary than colleagues in the same position;
Being dismissed because you become or are pregnant;
Not being hired because of your background or physical characteristics.

These are all examples of negative discrimination. The opposite is positive discrimination, where certain groups of people are given preferential treatment.

People who experience discrimination often show changes in their behaviour. For example, they may suddenly withdraw from the social circle of colleagues or try to avoid certain colleagues. Sometimes discrimination can lead to the formation of cliques in the workplace. This is often accompanied by exclusion or social isolation. If you notice this happening to one of your colleagues, it may indicate that something more serious is going on.

What can you do yourself?

As mentioned earlier, a distinction can be made between conscious and unconscious discrimination. Both can be hurtful, but they often require different approaches. If you believe the person is discriminating unconsciously, try addressing them about their behaviour. People are often unaware that their actions can deeply hurt others. It may take courage, but it can be a first step towards ending the discrimination.

If, as a victim, you believe the discrimination is intentional, it may be wise to talk about it with someone you trust. This could be a colleague, someone from your private circle, or your manager. You may also choose to report this inappropriate behaviour. This can be done with the police (discrimination is punishable by law) or with an independent organisation that can investigate the situation.

Build a record

Are you experiencing discrimination in the workplace on a regular basis? You may want to file a complaint with your employer, with an independent authority, or report the incident to the police. In that case, it can be helpful to build a record of the discrimination.

This can take the form of a logbook in which you record the date and time the discrimination occurs and the form it takes. Download a template of the discrimination logbook here. This record may later be important in the process. It strengthens your position if you decide to file a complaint and provides an overview of the incidents.

Can we help you?

Are you or a colleague a victim of discrimination and would you like to talk to someone about it? Our confidential advisers are here for you. Whatever the situation may be, we will listen to your story and guide you in finding a solution.

Do you need a confidential adviser or do you have a question? Don’t hesitate to contact us. You can reach us online, by phone, or in person.

View all options here.

What is sexual harassment?

Sexual harassment refers to unwanted remarks, gestures, or actions of a sexual nature that make the victim feel humiliated, threatened, or uncomfortable. This can involve verbal or non-verbal behaviour as well as physical contact. Unfortunately, sexual harassment and sexually inappropriate behaviour often occur in the workplace. This can happen between colleagues, but also between employers and employees and between employees and their customers.

Recent research reported by de Volkskrant shows that 134,000 people experience sexual harassment at work every year. More than 20% of these are women between the ages of 15 and 25. The actual number may be even higher, because it is often difficult for victims to speak about their experiences.

The consequences of sexual harassment at work can be very serious for the victim. It can cause a great deal of stress and anxiety, and it often leads to feelings of shame or guilt. Sometimes perpetrators make victims feel as if they were the reason for the sexual behaviour. If someone crosses your boundaries, it is never your fault. Sexual harassment is punishable by law and should never occur. The perpetrator must respect your boundaries.

Recognising and identifying sexual harassment

In some cases, it is immediately clear to victims that they are dealing with sexually inappropriate behaviour. In other cases, this can be more difficult to determine. Sexually suggestive remarks are often dismissed as jokes, while the person receiving them may not find them funny at all. Or you might find it funny the first time, but not the next times. Sexual harassment can occur verbally or physically. Below are some examples of sexually inappropriate behaviour in the workplace:

Making inappropriate jokes or double entendre remarks;
Asking unwanted intimate or personal questions;
A colleague or employer inviting you for an intimate date;
Making unwanted physical contact, such as squeezing someone’s buttocks or kissing, but also unwanted touching such as putting an arm around your shoulders;
Seeking unwanted contact outside working hours, for example through social media or WhatsApp.

Because sexual harassment is usually directed at a specific individual, it can be difficult for colleagues to recognise the problem. It also often takes place outside the view of colleagues. For example, outside working hours when colleagues have already left, or in places where the perpetrator has free rein. As a result, it can be difficult for employers or colleagues to recognise sexual harassment.

Sexual harassment in the workplace may occur once, but it can also become a recurring problem. Both situations are unacceptable and sometimes punishable by law.

What can you do yourself?

Unwanted sexual behaviour often develops gradually, which can make it difficult to determine where to draw the line. The victim decides where that boundary lies. It takes a lot of courage for victims to recognise sexual harassment and take action. There are several ways to raise the alarm. Start by talking about it with people you trust. This could be someone in your private circle or colleagues.

It may help to find out whether other colleagues have had similar experiences. Together you are stronger. You can also approach your manager or employer. Your employer is obliged to provide a safe working environment. You may also choose to report this unwanted behaviour. This can be done with the police or with an independent organisation that will investigate the situation.

Build a record

Are you experiencing sexual harassment in the workplace? You may want to file a complaint with your employer, with an independent authority, or report the incident to the police. In that case, it can be helpful to build a record of the sexually inappropriate behaviour.

This can take the form of a logbook in which you record the date and time the sexual harassment occurs and the form it takes. Download a template of the sexual harassment logbook here. This record may later be important in the process. It strengthens your position if you decide to file a complaint and provides an overview of the incidents.

Can we help you?

Are you or a colleague a victim of sexual harassment and would you like to talk to someone about it? Our confidential advisers are here for you. Whatever the situation may be, we will listen to your story and guide you in finding a solution.

Do you need a confidential adviser or do you have a question? Don’t hesitate to contact us. You can reach us online, by phone, or in person.

View all options here.

What is acting with a lack of integrity?

Acting with integrity at work means performing your role properly and carefully, while taking responsibilities and the applicable norms and values within an organisation into account. Integrity is a valuable personal quality that shows you are sincere and honest. In business, this means, for example, that you cannot be bribed and that you do not abuse your position of power.

What people consider to be acting with or without integrity depends on society and the time in which we live. Within each organisation, the interpretation of integrity may have a slightly different meaning. In general, it means that you are aware of your employer’s vision and professional code of conduct and that you do not deviate from these for personal gain.

Some of these rules are included in your company’s code of conduct, but of course not everything can be captured in rules. When certain rules are missing, it is up to you as an employee to judge whether something is appropriate or not.

What forms are there?

Integrity is of great importance in the workplace, but colleagues sometimes act without integrity. Within non-integrity behaviour, a distinction is made between societal wrongdoing and integrity violations.

Societal wrongdoing includes issues such as environmental damage or risks to public health. An example would be employers requiring employees to come to the office during the COVID-19 crisis despite a lockdown.

Integrity violations include matters such as fraud and theft, corruption, and abuse of power.

Recognising and identifying a lack of integrity

When people act with integrity in the workplace, it is noticeable in a positive way. In contrast, acting without integrity can be more difficult to recognise. Often, non-integrity behaviour also happens unintentionally or out of sight of employees. It may also be that you disagree with a decision made by your employer or that you come across an integrity violation by chance.

What can you do yourself?

When you notice a form of non-integrity behaviour at your workplace, it is very important to raise the alarm as soon as possible. In cases of non-integrity behaviour, the problem does not lie with you as an employee. The issue lies within the organisation, and it is not your responsibility to solve it.

Because non-integrity behaviour involves violating the organisation’s norms and values, you as an employee actually have little to do with it. It is up to your employer to resolve this problem, and employees are not expected to place themselves in the middle of it. You can, for example, report the situation to your manager or employer.

If you believe they may be involved in the non-integrity behaviour, please contact us.

Can we help you?

Do you feel that someone within your organisation is involved in a form of non-integrity behaviour? Our confidential advisers are here for you. Whatever the situation may be, we will listen to your story and guide you in finding a solution.

Do you need a confidential adviser or do you have a question? Don’t hesitate to contact us. You can reach us online, by phone, or in person.

View all options here.

Urgent?

Aggression and violence