Having a supportive conversation with someone experiencing transgressive behaviour is an important responsibility for those in a leadership position.

Steps and tips for an effective and supportive initial conversation:

Preparation

• Make time and give your full attention. Recognise that it takes courage to come forward. Choose a quiet and safe environment for the conversation.
• Be clear about your role. Promise confidentiality only if you can guarantee it. Be transparent about your responsibility to take action when unsafe working conditions are reported.

During the conversation

• Ask about the purpose of the conversation. Does the reporter want a listening ear? Do they need advice or a solution?
• Listen actively and show empathy. Give space for the story and acknowledge emotions. Do not judge or minimise the situation, and avoid victim blaming.
• Discuss the impact. Ask about the effect of the transgressive behaviour on their experience at work.
• Identify needs. What does the employee want to achieve by reporting? What is needed to restore a safe workplace?
• Investigate the situation if necessary. Carefully ask about the nature and extent of the behaviour to better assess possible next steps.

After the conversation

• Communicate next steps. Inform the reporter about what actions you can and will take. Ensure clear and consistent feedback.
• Refer to support. Point the reporter to the organisation’s confidential adviser or, if unavailable, to a confidential adviser from Mores.

Het voeren van een opvanggesprek met degene die last heeft van grensoverschrijdend gedrag, is een belangrijke verantwoordelijkheid voor mensen met een leidinggevende positie.