Workplace abuse affects one in three employees

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One in three Dutch employees find themselves confronted with verbal abuse or aggression at the workplace or have experienced such in the past, while sexual harassment and ridicule are also common. These are the findings of research published in summer 2000, examining the effects of expanding the Working Conditions Act to include provisions on abuse and aggression in 1994. With the exception of large enterprises, few companies have taken protective measures against such behaviour.

More than a third of Dutch workers find themselves confronted with verbal abuse or aggression at the workplace or have experienced such in the past, while 10% report experiencing sexual harassment (in the form of loaded remarks and undesired physical contact or confrontation by pornographic images) and 15% feel that they are ridiculed. These are among the findings of research - conducted by Regioplan, an independent research institute, on behalf of the Ministry of Social Affairs- into the effects of changes made to the Working Conditions Act (Arbowet) in 1994, whereby the Act's provisions were expanded to provide protection against abuse and aggression. The research, published in summer 2000, was based on the responses of about 1,600 employees and 780 employers.

Those employees who come into direct contact with the public, such as receptionists and nurses, are especially likely to find themselves confronted with some form of verbal abuse, according to the research. Around half of the perpetrators are either clients or visitors, but patients, students and passers-by are also involved. In the healthcare sector, 50% of employees report that they are confronted with aggressive behaviour. The transport, commercial, and hotel, restaurant and catering sectors also score highly. In relative terms, aggression is seldom a problem in the professional service sector. More than 20% of the victims of ridicule state that they are driven to absence from work; sickness absence results less clearly - in fewer than 10% of the cases - from verbal abuse or sexual harassment.

Although many victims air their grievances at work, very often there is little change at the workplace, the study finds. The objective of expanding the 1994 Working Conditions Act was precisely to enable such change, while employers should offer their employees protection in this area. The research found that the amendment to the Working Conditions Act provided the impetus for 11% of the employers interviewed to improve the counselling and after-care facilities available to employees. Complaint-handling procedures have also been formalised in many cases. At 18% of the companies concerned, measures have been taken against sexual harassment by providing information and a help-point and appointing a person to act as a confidant. This has mainly been the case in large enterprises, while at 66% of the companies surveyed, no confidant has yet been appointed. Following publication of the research findings, the Minister of Social Affairs announced that further research would be conducted. In 2001, an inventory will be compiled of the state of affairs, including a description of good practice. A new assessment will take place in 2005.