We often see the terms inappropriate behaviour and (sexually) transgressive behaviour being used as synonyms. However, this can easily cause confusion because they both really do have different meanings. Inappropriate behaviour and (sexually) transgressive behaviour are both terms used to describe negative behaviour. But there is a clear difference between the two. Inappropriate behaviour is behaviour that is seen as disruptive or bothersome but does not necessarily cross the boundaries of what is socially or legally acceptable. Examples of inappropriate behaviour include bullying at work, gossiping or spreading gossip, and inappropriate jokes that offend others. Unfortunately, such behaviours occur very regularly in the workplace. It is behaviour that people do not necessarily realise is occurring or behaviour that has become normalised: ‘If I want to work here, I have to accept it—it’s just how we treat each other...’ Especially in the wake of the #MeToo movement, people have started to look more critically at behaviour in organisations and it has become less natural to accept inappropriate behaviour as something that simply belongs to an organisation.
What is transgressive behaviour?
Transgressive behaviour goes beyond unwanted behaviour and includes behaviour that violates the personal boundaries, values or rights of others. Examples of transgressive behaviour include physical aggression, sexual harassment and discrimination. Transgressive behaviour is behaviour that sometimes consciously, but more often unconsciously, has far-reaching consequences. For an individual employee, these can be in the form of physical and mental complaints, but it can also affect the entire working environment. In many instances, these kinds of incidents are even mirrored in company results. Ensuring a safe working environment is not the basis of the Dutch Working Conditions Act without good reason. It is essential to set clear boundaries and stand up to transgressive behaviour to ensure a safe and respectful environment. An impetus is often needed to raise awareness that what is going on is not all that normal. For example, a new employee might question and report certain incidents.
News: Hoffmann identifies significant increase in reports of inappropriate & transgressive behaviour in the workplace
In September 2020, we posted this news article on the website with the introduction:
Lately, Hoffmann is again being frequently called in to investigate inappropriate behaviour in the workplace: bullying, discrimination and sexual harassment. And the latter is happening so often that it would appear there is an uptick in #MeToo reports. We naturally conduct thorough investigations in these cases, yet many organisations would also benefit from our preventive approach.
This suggests that the standards framework in this area is evolving rapidly. After all: the difference between inappropriate and transgressive behaviour had not yet been made at the time of the article’s writing. To be clear: transgressive behaviour is always inappropriate, while inappropriate behaviour is not necessarily transgressive.
Our approach: investigating inappropriate/transgressive behaviour in the workplace
If you do receive a report of inappropriate or transgressive behaviour, Hoffmann can initiate a fact-finding investigation. As with our fraud investigations, we do this thoroughly, discreetly, qualitatively, objectively and with the necessary sensitivity. If you wish to use our services after a non-binding intake interview with one of our consultants, an investigation team will be formed and start work immediately. If the situation warrants it, an experienced investigator launches the investigation together with a behavioural scientist. This sets Hoffmann apart in the world of investigation firms.
Why does Hoffmann take this approach?
- Due to the sensitive nature of the discussions with both the reporting party, the accused and others involved.
- To provide the organisation with prompt aftercare, including (individual) conversations with our behavioural scientists.
- To provide preventive follow-up to the investigation at the earliest possible stage, which is focused on people using the pillars of culture, structure and policy.
Would you like more information?
Do you need advice on how to deal with reports of inappropriate/transgressive behaviour?
Please do not hesitate to contact us without further obligation.
Our specialists would be pleased to assist you.
Preventing inappropriate/transgressive behaviour in the workplace
After an incident involving misconduct, many organisations ask themselves: How did this happen? And more importantly: How can we prevent a recurrence? Better yet: do not wait until a situation of inappropriate/transgressive behaviour occurs, but set up your organisation to prevent it as much as possible.
Hoffmann can certainly help you establish and roll out a behaviour code and a reporting procedure and/or provide an external confidential advisor. But Hoffmann goes even further than that: we take an integrated approach to your culture, structure and policies, all while focusing on your organisation’s most valuable asset: people.
If you are keen to reduce the likelihood of inappropriate/transgressive behaviour in your organisation to the greatest extent possible, it is essential to, among other things:
- Know where the vulnerabilities and risks lie within your organisation.
- Make undesirable and (sexually) transgressive behaviour discussible.
- Have frameworks in place for following up reports.
- Promote the desired behaviour.
Culture, structure and policy concerning inappropriate behaviour
We offer you insight into your organisation’s culture and structure by analysing where vulnerabilities and risks exist within your organisation. We do this by talking to employees and management.
Once the current culture has been mapped out, we compare it with the desired situation. Based on this, various interventions are explored to bring about the desired cultural change.
To preserve the culture, it is important to describe the desired situation as concretely as possible in your policy. Here too, Hoffmann can play a role; we can help you draw up your policy, optimise it or contribute to a code of conduct.
Whitepaper Transgressive behaviour in the workplace
This white paper outlines a picture of, among other things, sexual harassment in the workplace. The chapters show where the increase in the number of reports comes from, the underlying socio-psychological aspects, the ways in which organisations can tackle this preventively and the importance of meticulous research.
Training for your employees
Generally, the term social safety is quickly reached for when it comes to inappropriate or transgressive behaviour. And with good reason. They are very closely related. Social safety is therefore an important issue! Over half of our surveys in organisations relate to inappropriate and transgressive behaviour in the workplace. At the same time, it is a highly challenging topic to discuss in a safe and open manner.
Based on our researchers’ and behavioural scientists’ years of experience, Hoffmann has developed a way to bring the topic of social safety to the attention of your employees. At Hoffmann, social safety not only means preventing inappropriate and transgressive behaviour, but also strengthening a safe organisational culture.
Hoffmann’s social safety training focuses on both theory and practice around the theme of inappropriate and transgressive behaviour. These training courses are given by our behavioural scientists, who are seasoned professionals when it comes to investigating human behaviour and mapping the culture and structure of organisations.
They then use their experience to help determine how to make an organisation’s culture safer and maintain a pleasant working environment.
As social safety is a sensitive topic that is strongly linked to the situation the organisation is in, the content of each training course is tailor-made. We customise it according to your needs, the target group, the current situation, the maturity level and the organisational culture.
Themes that may be covered include:
- Knowledge sharing on social safety (theory);
- Opening up social safety to discussion;
- Defining and identifying appropriate and inappropriate behaviour (guided, for example, by practical examples and dilemma sessions);
- Conversation techniques; listening, allowing others to finish, asking questions, communicating without judgement;
- The role of leadership, power relations and hierarchy.
A training course is a worthwhile step towards increased awareness among your employees. Are you interested in how? Then speak to one of our behavioural scientists.
Would you like additional information on dealing with inappropriate behaviour in the workplace?
Do you have questions, or would you like further information on what we can offer in terms of an investigation or preventing inappropriate behaviour?
If so, please do not hesitate to contact us without further obligation.
Our specialists would be pleased to assist you.
Or contact one of our consultants directly.
Contactformulier Grensoverschrijdend of ongewenst gedrag op de werkvloer
Hoffmann conducts investigations into inappropriate/transgressive behaviour in the workplace only on behalf of organisations. You cannot hire us as a private individual. Depending on your situation, we advise you to speak to a confidential advisor within your organisation (when possible). A confidential advisor can advise you on the possible follow-up steps.