Asessing a signal or report
When receiving one or more signals or reports of transgressive behaviour, it is essential first to gain clarity about the nature and context of the report(s). As a manager or organisation, keep the circle of knowledge as small as possible during this orientation phase and be aware that no facts have been established yet. Below are some questions that can help you map out the situation before taking further action. These questions were previously discussed in the webinar Help, a Signal! led by labour law attorney and confidential adviser Loes Wevers for Mores in 2024.
What type of report have you received?
- The reporter is known
- Confidential report: the reporter has approached a confidential adviser but wishes to remain anonymous to others
- Anonymous report: no one in the organisation knows the sender of the report
What is the subject of the report?
- Transgressive behaviour (discrimination, sexual harassment, aggression or violence, bullying)
- Work pressure, psychological safety, or organisational integrity
- Whistleblower report
- Criminal offence
- Other situation requiring attention
What is the relevance of the report?
- Does the report concern the organisation and its responsibilities?
- Has the report reached the correct person or department for follow-up?
- Is it a current situation?
- Is the report sufficiently concrete? Are there indications or evidence supporting the validity of the report?
- Is there a sufficient basis to approach involved parties without burdening them unjustly?
What are the organisational standards regarding the report?
- What do the code of conduct and other protocols say about the reported situation?
- Are there existing agreements or guidelines applicable here?
Who is involved in the situation described in the report?
- Are specific individuals named?
- What are the hierarchical or functional relationships between those involved?
- Are these direct colleagues, or are there external parties or freelancers involved?
- Are more people involved besides the reporter and the subject of the report?
Next steps
The possible next steps depend on the answers to the above questions. The chosen follow-up must be proportional and subsidiary, meaning it should be appropriate to the situation and use the least intrusive method that offers the best possible outcome for all involved.
The following guides further elaborate on some possible next steps:
- Manager initiating a conversation with the reporter
- Manager initiating a conversation with the accused
- Mediation, conflict resolution, and/or team intervention
- Handling anonymous signals
- Signal investigation or individual-focused investigation
- Aftercare
Further information and contact
The Government Commissioner for Sexual Transgressive Behaviour and Sexual Violence has developed a guide for the follow-up of a report (in Dutch): Start Guide.
If you want confidential advice about the options available to you as a manager or organisation, and you cannot or do not want to turn to someone within your own organisation, please contact one of our confidential advisers.