Seeking
support

When you are confronted with transgressive behaviour, it can be helpful to discuss this directly with the person responsible. Transgressive behaviour can sometimes occur without malicious intent, and the individual may be unaware of the impact of their actions. Ideally, you should address this immediately when the behaviour occurs. However, this might not always be possible—perhaps because you are too shocked at the moment, or because you only later realize the behavior was transgressive. In such cases, it’s still fine to discuss it with the person afterwards. Addressing the issue can often prevent it from happening again.

Sometimes, speaking directly to the person is difficult—for instance, if the behavior is particularly serious or if previous attempts to address it were unsuccessful. In these situations, you can seek help from your supervisor, client, HR, or your organization’s appointed counselor. If none of these options are available or appropriate, you can always contact a Mores counselor.

Have you signed a “confidentiality” or “non-disclosure” agreement at any point? Don’t worry—such agreements typically have little to no weight when it comes to addressing transgressive behaviour. Feel free to contact us, and we will explore the situation and your options together.

For more information about the informal and formal routes to address transgressive behaviour, please don’t hesitate to reach out to our confidential advisors.

If you observe transgressive behaviour in your workplace, consider whether it might be possible to address the behavior directly. It’s possible that multiple people perceive it as transgressive, while the person causing the behaviour may be unaware of its impact. Alternatively, others may not find the behavior transgressive at all, which is also valuable to understand.

If addressing the behavior directly doesn’t feel appropriate, you might consider reaching out to the person who may be affected by it. This ensures they don’t face the situation alone and provides immediate support.

If it is evident that the behaviour is transgressive but the affected person feels unable to take action, you might decide to inform a manager or client to raise a signal about the issue. Additionally, you can always reach out to a Mores confidential counselor for advice or to discuss the situation further.

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Should a colleague or your supervisor or client appeal to you that your behaviour has been experienced as transgressive, we ask you to consider the effect of your behaviour. Even if your intentions were good, your behaviour may have come across as transgressive. Then it helps to acknowledge that and apologize for the impact of your behavior.

When someone speaks to you about your behavior or even accuses you of transgressive behaviour, this can lead to an unpleasant situation or an uncomfortable feeling. Know that you can always get assistance from your supervisor or client, HR or someone they have appointed as a supervisor. If this does not suit you, you can also always reach out to a Mores confidential counselor. They can assist you and discuss what options you have. Managers or clients and HR can assist both you and those who suffer from transgressive behaviour. The counselor can only assist one person at a time.

If a colleague files a complaint against you with the complaints committee of your organization, you will be informed by the committee. You will be invited to a hearing where you can share your side of the story. You may also submit documents to support your case and suggest witnesses who can provide relevant testimony.

During this process, you can seek assistance from a supervisor appointed by your organization. If such a person is unavailable or if it is not appropriate to contact them, you can reach out to a Mores confidential counselor. They can provide support and help you explore your options.

You are protected from harm or disadvantage if you are accused of transgressive behavior. An accusation does not equate to guilt. If you feel you are being treated unfairly or disadvantaged, we encourage you to discuss this with your supervisor, client, or HR. If this is not an option, a Mores confidential counselor can assist you and help you determine the next steps.

If it is determined that you have acted in a (seriously) culpable manner, your employer or client may impose appropriate sanctions.

Read more about complaint procedures (in Dutch)

As a manager or supervisor, it is often a shock when you receive a signal or report of transgressive behaviour. It is important not to miss signals, but also that you do not make it too big and do not react hastily. On the page organizational advice we provide a number of tools for this.

One of the most crucial responsibilities of managers and HR is to properly conduct the initial support conversation with the employee who experienced transgressive behaviour. Tips for the initial support conversation can be found on this page. (Note: that we currently only offer both the tools and advice in Dutch.)

Do you need advice on a specific case? Then contact your organization's HR advisor or counselor or, if that's not possible, one of Mores' counselors.