Social safety in the workplace, how do you do it?

Social safety needs are changing. Transgressive behaviour is not new, but the growing attention to it is. It is also a hot topic in the hospitality industry. In an industry with a lot of intensive contact between staff and guests, and between staff themselves, a respectful and safe environment is of great importance. Sector organisation Koninklijke Horeca Nederland knows what employers can and must do to create such an environment.

As a hotelier, you want to offer your guests a nice stay that they will look back on with pleasure. But your staff should also feel comfortable and safe in your company at all times. Indeed, employers are obliged by the Occupational Health and Safety Act to create a safe working environment. Yet unfortunately, transgressive behaviour - such as bullying, (sexual) harassment or discrimination - still occurs in the workplace. Fortunately, there are several measures you can take to prevent and tackle this. Resulting in a more socially safe and inclusive place for your guests and team.

It is important to create a culture where people treat each other with respect and where employees at all levels can discuss undesirable behaviour. This may sound complicated, but with the right knowledge and tools, it is certainly achievable. A first step in the right direction is to set up an undesirable behaviour protocol. You draw up such a protocol together with your Works Council (OR) or Staff Representation Committee (PVT). It contains guidelines for preventing and dealing with undesirable behaviour. Make sure not only that you have such a protocol, but also that your employees and managers are familiar with it. And that they know what steps are taken if they make a complaint. 

Part of an undesirable behaviour protocol is the appointment of a confidential advisor. This is someone your employees can turn to if they encounter undesirable behaviour or unpleasant working conditions. Appointing a confidant creates a safer working environment where employees feel freer to share their problems and concerns. This contributes to a healthier and more productive working environment. Moreover, it becomes a legal requirement for companies with more than 50 employees to appoint a confidential advisor. 

The confidential advisor may currently be someone within your company or externally hired. A bill is currently being drafted to make an external confidential counsellor compulsory. You can often hire such a person through your occupational health and safety service. 

In February 2023, the Whistleblowers Protection Act came into force. This law aims to make it easier for employees to report wrongdoing and provides better protection. For hotels with more than 250 employees, it is mandatory to have a (new) internal reporting procedure. You draw this up in consultation with the Works Council. This reporting procedure must include how and to whom a report can be made and how reports are dealt with internally. KHN is currently working on such a regulation, which members can use in their companies. 

Besides the above measures, the most important thing you can do as an employer is to make the subject open to discussion. Clearly indicate to your staff what behaviour is not acceptable, both between colleagues and from the guest towards employees. And also make sure your guests are aware of this. By paying regular attention to this, employees are more likely to speak up when they are uncomfortable with certain behaviour. That way, together we create a pleasant and safe environment for everyone.

KHN offers members various tools and training courses to support entrepreneurs on this topic. Such as a model protocol for undesirable behaviour, but also a training course on social safety and dealing with undesirable behaviour and aggression. They help you improve social safety within your hotel. And this not only contributes to a better working environment for your staff, but also to a more pleasant stay for your guests.