Question 1

Initiate a discussion within the organization in consultation with the victim

Accepted Answer

If you've witnessed or heard something unpleasant happen, you can choose to discuss it within your organization. To do so, contact HR, a confidential counselor, the company social worker, the works council (OR) or employee representation (PVT), the occupational health physician, your direct supervisor, the client, or another manager. You can also always contact the independent support and advice center of our sector, Mores (https://mores.nl/).

Ideally, you should do this in consultation with the victim . If you're not willing or able to do this, then let them know you've observed such behavior and ensure the involved parties can remain anonymous. This isn't preferable, as it significantly reduces your employer's ability to use your information.

Question 2

Tips for the conversation

Accepted Answer

• Prepare well for the conversation . Think ahead (preferably together with the victim) about what you want to say. It's best if they're also present during the conversation.
 • Choose the right time and place . Make sure others won't disturb you. And choose a place where everyone feels safe.
 • Use the first person . Explain what behavior you observed and what effect it had on you (and the victim). Make sure that you talk about the behavior, not the person performing it. So use: “I find that behavior annoying,” “I feel,” and “you do X,” not “you are X.”
 • Listen to the other person . Give your colleague the opportunity to respond to your statements and try to understand their perspective.

Set the tone: together for a safe and inclusive music sector.

What can you do as a bystander?

Download the step-by-step plan

Set the tone yourself

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