Structural detection and feedback
The proactive confidential advisor:
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Identifies discrimination or exclusion based on conversations, behavior, or culture;
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Tracks which themes or departments appear more frequently in reports (anonymized);
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Provides periodic feedback on these signals to HR and management;
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Raises recurring issues in annual culture surveys or team analyses.
Inclusive recruitment and selection (Article 5)
The proactive confidential advisor:
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Advises HR on inclusive job postings and recruitment procedures;
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Identifies unconscious bias in selection interviews or appointment policies;
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Provides suggestions for objective criteria and diverse panels.
Workplace and career development (Articles 6 & 7)
The proactive confidential advisor:
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Discusses patterns of inequality in development opportunities, compensation, or promotion;
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Encourages equal access to training, leadership positions, or informal networks;
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Supports employees who feel disadvantaged based on their identity or background;
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Reports exclusion or subtle forms of racism/discrimination anonymously to management.
Termination and (in)equality in treatment (Article 7)
In cases of suspected discrimination related to termination of employment:
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The proactive confidential advisor listens without judgment and provides space for reflection;
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Clarifies options, including external bodies such as the Netherlands Institute for Human Rights;
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Encourages HR to review exit analyses for signs of inequality.
Promoting inclusivity (Article 8)
The proactive confidential advisor:
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Initiates team dialogues on inclusion, privileges, and micro-aggressions;
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Connects individual experiences to broader policy questions on culture and diversity;
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Advises on language use, imagery, and behavioral norms within the organization.
Strengthening the complaints procedure (Article 9)
The proactive confidential advisor:
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Informs employees about their rights and the internal complaints procedure;
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Supports the submission of complaints and monitors the process;
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Identifies obstacles to accessing fair treatment.
Policy advice and compliance (Articles 10 & 11)
The proactive confidential advisor:
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Provides input for anti-discrimination policies and codes of conduct;
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Evaluates compliance in practice;
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Feeds practical experiences back into consultations with HR, the Works Council, and management.
In conclusion
The proactive confidential advisor stands alongside the employee but also takes a broader view: looking at structures, exclusion mechanisms, and opportunities for change. Equal treatment requires continuous attention – and a role that goes beyond mere reaction.