The bridge between individual well-being and organisational performance.
⚚ Making prevention a strength and inclusion a culture ⚚
Both a listening platform and a consultancy specialising in promoting inclusion and managing psychosocial risks related to harassment, whether psychological, sexual or discriminatory, we support individuals, companies and organisations in preventing and overcoming problematic situations.
From our base in Geneva, we bring together a network of multidisciplinary experts (law, health, coaching, HR consultants) to provide you with tailored advice, tools and services, including:
- A confidential listening platform
- Awareness-raising talks
- Prevention workshops
- On-site training and e-learning.
A unique tool for employees and employers:
1️⃣ A safe space dedicated to listening to and supporting people facing harassment.
2️⃣ A set of tailored services to detect, prevent and resolve problematic situations while preserving people's integrity.
YOUR CHALLENGES
BUSINESS SOLUTIONS
INDIVIDUAL SUPPORT
The problem in a few figures
%
PSYCHOLOGICAL HARASSMENT
1 in 5 people in employment worldwide experiences violence or psychological harassment at work (International Labour Organization)
%
SEXUAL HARASSMENT
In Europe, 6 out of 10 women will experience sexual harassment during their working lives.
%
DISCRIMINATION
In France, the loss caused by discrimination at work amounts to 7% of annual GDP, or 150 billion euros a year (French Government, 2015)
Psychosocial risks: understand and act
Psychosocial risks affect workers' physical and mental health. They are linked to employment conditions, work organisation and working relationships. All companies, whatever their size or sector, are concerned. Social partners and the authorities are taking action to prevent these risks. But what exactly are they? What role does the employer play in preventing them? How can employees be protected?
Risks that lie at the intersection of the individual and their working environment, taking several forms:
- Stress : arises from the pressure of not meeting professional expectations.
- Internal violence : serious conflicts, psychological or sexual harassment by colleagues.
- External violence : third parties from outside the company assault employees.
- Occupational burnout syndrome or burnout: results from an excessive workload.
These psychosocial risks can combine and reinforce one another. For example, stress and internal conflicts can create widespread tension within the company.
Harassment and discrimination at work: what are we talking about?
- Harassment is defined as a wilful breach of the duty imposed by the legal order2, a form of violence3 that aims to destabilise, belittle, isolate, marginalise or even exclude one or more people.
- Harassment is a form of abuse of a position of power and can take the form of physical and/or psychological violence.
- Harassment takes three forms: psychological, sexual and environmental. Unwanted conduct includes in particular the 45 behaviours that constitute mobbing, as well as sexual harassment and discrimination.
- Harassment affects the world of work as a whole: human and financial resources, people and structures.
- In total, one third of working people report unwanted behaviour in the past year. This rises to half over their whole working life.
- The human costs are enormous and call for a careful approach and cross-functional case management.
Sources:
2 TERCIER Pierre (1984), Le nouveau droit de la personnalité, Zurich, Schultess Poligraphischer Verlag, 330 p.1984, n. 1879
3 Harcèlement sexuel, harcèlement psychologique (mobbing) et harcèlement de rue, Guide Social Romand
4 LEYMANN Heinz (1993), Mobbing, Psychoterror am Arbeitsplatz und wie man sich dagegen weh-ren kann, Hamburg, Reinbeck, 133 p.
5 Risque et ampleur du harcèlement sexuel sur le lieu de travail Une enquête représentative en Suisse alémanique et en Suisse romande Berne, 2008
6 DEVAUD-PLEDRAN Marie (2011), Le harcèlement dans les relations de travail. Etude pluridisciplinaire de la question du harcèlement suivie d’une étude comparée entre le droit suisse et quelques législations étrangères, available at the following link: www.unine.ch/files/live/sites/cert/files/ou-vrages/Deveaud-Pledran_these.pdf
Joëlle Payom, founder of Rezalliance
– Interview on Radio Télévision Suisse.
Related concepts
DISCRIMINATION : Rejection of what makes an individual unique: gender, ethnicity, age, sexual orientation, health, religious beliefs, cognitive profile, social class, etc.
UNEQUAL TREATMENT: Disregard for equal rights, which are nonetheless fundamental; behaviour that leads to situations of injustice.
EXCLUSION : Ignoring and rejecting differences, which leads to discriminatory treatment.
INTERSECTIONALITY : A term coined by African-American legal scholar Kimberlé Crenshaw, highlighting the unique experiences of individuals facing multiple, intersecting forms of oppression that occur simultaneously.
OUR MISSION
We are convinced that workplaces have a crucial role to play in building a safer, fairer and more inclusive society. Our mission is to intervene at every stage, before and after, as a key link that employees and employers can rely on to prevent risk situations or to turn a harmful experience into an opportunity for personal development and organisational growth. We work throughout Switzerland and Europe.
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