Social safety at work

What is social safety?

Social safety refers to a situation in which individuals feel safe in their social environment. This means that people are free from threats, violence, intimidation and other forms of undesirable behaviour. Social safety is not about physical safety, but rather about emotional and psychological safety. It encompasses the sense of trust and protection within communities and relationships, where people can communicate and express themselves freely without fear of negative consequences.

Social safety at work

Social safety at work means that employees feel safe, respected and valued within their working environment. This means that there is no intimidation, bullying, discrimination or other undesirable behaviour. A socially safe working environment promotes the mental and physical health of employees, increases job satisfaction and contributes to higher productivity. Creating a safe workplace is important for the well-being of employees and the success of the organisation. This can be achieved by implementing clear standards of conduct, providing training and support, and promoting a culture of open communication and respect.

The importance of social safety at work

A safe working environment is crucial for both the well-being of employees and the success of the organisation. Employees who feel safe and valued are often more engaged and motivated, resulting in higher productivity. Additionally, a safe workplace helps reduce stress and anxiety, leading to better mental and physical health and lower absenteeism. Social safety also promotes better working relationships and a stronger team spirit, which contributes to a positive and productive working environment (Acas)​​ (University of Twente).

Socially unsafe work environment

A socially unsafe work environment is characterized by a lack of respect, trust and support. In a working environment with high work pressure, high targets or a competitive culture, there is a greater chance of a socially unsafe working environment.

Employees may encounter intimidation, bullying, discrimination or other forms of undesirable behaviour. This can lead to increased stress, anxiety and even burnout, which can seriously affect overall job satisfaction and productivity.

In a socially unsafe work environment, employees often feel isolated and unprotected, resulting in higher rates of absenteeism and employee turnover. It is important for organisations to take such issues seriously and take active steps to promote a safe and supportive work culture.

Social safety and physical safety

Social safety and physical safety are closely linked and both are important for a healthy working environment. Physical safety focuses on protecting employees from physical hazards such as accidents, injuries and exposure to hazardous substances. Social safety focuses on preventing emotional and psychological harm by promoting respectful and supportive interactions. A workplace that is both physically and socially safe ensures that employees can fully concentrate on their tasks without fear of physical or emotional harm. Combining these two aspects of safety leads to an overall safer and more productive work environment, where employees feel protected and valued.

The mandatory one RI&E is there to identify all safety risks and create an action plan to tackle safety risks.

Social safety examples

Social safety in the workplace can be promoted and supported in various ways. Here are some examples:

1. Open communication: Regular team meetings and feedback sessions where employees can express their concerns without fear of retaliation. This helps build trust and create an open and transparent work culture.
2. Training and information: Workshops and training on social safety, bullying, discrimination and intimidation. These sessions help make employees aware of undesirable behaviour and teach them how to deal with it.
3. Code of conduct: A clear and well-communicated code of conduct that sets standards and expectations for employee behaviour. This document should be easily accessible and updated regularly.
4. confidential counsellors: Appointing confidential counsellors within the organisation who employees can approach for support and advice in the event of undesirable behaviour. Confidential counsellors must be clearly visible and approachable.
5. Notification system: An anonymous reporting system that allows employees to report unwanted behaviour without fear of repercussions. This system must be easy to use and ensure confidentiality.
6. Support and guidance: Providing support such as counseling and legal assistance to victims of unwanted behaviour. This helps them to recover and feel safe at work again.
7. Positive work culture: Fostering an inclusive and respectful work culture where diversity is valued and everyone feels welcome. This can be done through team building activities, recognition of achievements and celebrating successes.

Social safety protocol

Having a social safety protocol is important for effectively tackling and preventing undesirable behaviour in the workplace. Such a protocol serves as a clear guideline for employees and management on how to deal with situations of social insecurity. The protocol must include, among others, the following elements:

• Definitions of undesirable behaviour: A clear explanation of what is meant by bullying, discrimination, intimidation and other forms of undesirable behaviour.
• Reporting procedure: Step-by-step instructions on how employees can report unwanted behaviour, including contact information for confidential counsellors and use of anonymous reporting systems.
• Examination procedure: Guidelines for how reports are investigated, including timelines, parties involved, and the responsibilities of the investigation teams.
• Protection measures: Procedures to protect the reporter from retaliation and to ensure the confidentiality of reports.
• Sanctions and measures: An overview of possible consequences for those guilty of undesirable behaviour, ranging from warnings to dismissal.
• Support and aftercare: Support services available for victims, such as counseling and legal assistance, and follow-up actions to ensure that the workplace is safe again.

Not feeling safe at work

When employees do not feel safe at work, this can have serious consequences for their well-being and overall work performance. A feeling of insecurity can arise from various factors, such as intimidation, discrimination, bullying, or a lack of support from colleagues and managers. Employees who do not feel safe may experience stress, anxiety and reduced motivation, which can lead to increased absenteeism and higher rates of employee turnover.

It is important that organisations take these signals seriously and actively work to create a safe and supportive working environment. This includes having a clear social safety policy and protocol, providing training and support, and promoting a culture of open communication and respect.

How do you create social safety in the workplace?

Creating a socially safe workplace requires a proactive approach and commitment from both management and employees. Some steps that can help with this are:

1. Develop and implement a code of conduct: Make sure it is clear code of conduct that defines standards and expectations for employee behaviour. This code should be inclusive and provide guidelines for respectful interactions.
2. Offer training and information: Regularly organize training and workshops to make employees aware of what social safety entails and how they can contribute to a safe working environment.
3. Appoint confidential counsellors: confidential counsellors can play an important role in supporting employees who are dealing with undesirable behaviour. Make sure that employees know who the confidential counsellors are and how they can contact them.
4. Implement a reporting system: Provide an anonymous and secure way for employees to report incidents of inappropriate behaviour. Ensure that all reports are taken seriously and followed up appropriately.
5. Promote an open culture: Encourage open communication and ensure that employees feel free to express their concerns without fear of retaliation. This can be done by organizing regular feedback sessions and team meetings.