Harassment Archives | Vault Platform

Blog
Financial watchdog cracks down on non-financial misconduct
08/01/2021 - by Neta Meidav
Historically, national financial regulators such as the Financial Conduct Authority (FCA) in the UK have been less aggressive in pursuing ‘non-financial’ misconduct than in cases where a client’s money is at stake. But developments at the tail end of 2020 marked a sea change in the focus of the FCA, which we expect to see replicated globally.

Neta Meidav
Resources
EHRC guidance on harassment at work and how digital reporting tools help
08/12/2020 - by Vault Platform
Employment tribunals can consider the EHRC’s guidance in harassment claims but, more importantly, it is expected to form the basis of a new statutory Code of Practice which will have greater legal force.

Vault Platform
Blog
Breaking the status quo of gender harassment in business
13/11/2020 - by James Middleton
Research published by the University of Sydney finds that women working in male-dominated industries – such as investment management, automotive, and airline pilots – encounter gender harassment on a daily basis.

James Middleton
Webinar
Creating a healthy cyber-culture: Bullying and harassment in the virtual workplace
23/09/2020 - by Vault Platform
Most employees have witnessed or experienced some kind of workplace bullying or harassment in their careers, and around 30% have experienced cyber-bullying according to 2018 figures. With reduced physical interaction and more or our working lives moving online creating a healthy cyber-culture for your workplace is a critical consideration.

Vault Platform
Blog
Why the sudden boom in sexual misconduct claims?
16/03/2020 - by Neta Meidav
Victims and witnesses were now seeing corporate America and its boards beginning to take steps to hold perpetrators accountable for their actions as well as consider their own culpability in nurturing a culture of silence.

Neta Meidav
Resources
Identifying harassment and discrimination in the workplace
10/10/2019 - by Neta Meidav
Respectful workplaces tend to foster productive, creative employees who share an awareness and appreciation of each other. On the contrary,…

Neta Meidav
Blog
16 Reasons Why Anonymous Hotlines are Broken and Outdated
23/08/2019 - by Neta Meidav
Legislation differs from country to country, but for the most part employers around the world may be held liable…

Neta Meidav
Blog
Ending workplace harassment with Blockchain technology? It’s now possible.
07/11/2018 - by Neta Meidav
Back in October 2017, Jodi Kantor and Meghan Twohey, two NY Times reporters, and Ronan Farrow of The New Yorker…

Neta Meidav

		Hotline	Third Party	Bot/AI	Other Tech Solutions
Employee accessibility	High accessible mobile app. Open Reporting enables solution for entire ecosystem.	Low accessibility - hotlines only account for 6% of reports. Need to find the hotline number to start	Third party increases friction into the process. Employer seem less accountable.	Lacks sophistication required to deal with a very human-centric process Human will have to step in at some point	Focus on ‘employee empowerment’ not employer enablement. Often connect employees with legal resources.
Two way communication	Yes, in the users language directly from the App and Resolution Hub. Yes, even if anonymous.	Call centres that take a message. Follow up can only happen if employee identifies themselves.	Third party increases friction. Hand over has to take place.	Handover to a human is required to progress the case.	Many solutions prepare an employee for legal action and/or involve a third party.
Multi language support	In-App support for all required languages. No Management needed.	Need an operator with call centres offering each required language. Or partner with multiple suppliers	Need a provider offering each required language. Or partner with multiple suppliers	Multi-language is possible but has to had over to a human at some point.	Multi-language may be possible.
Anonymous reporting	Anonymous reporting with two-way communication. Also GoTogether (strength in numbers) reporting.	Yes, but follow up is difficult without identifying the reporter.	Yes, but follow up is difficult without identifying the reporter.	Yes, but follow up is difficult without identifying the reporter.	Yes, but follow up is difficult without identifying the reporter.
Data, confidentiality & security	Independent instance. Data encrypted in-transit and at rest. ISO27001 certified. Restricted access to case data.	Yes, but follow up is difficult without identifying the reporter.	Information is collected by a third party increasing the risk profile.	Information is collected by a third party increasing the risk profile.	Information may be collected by a third party. Or data may need to flow through other systems, increasing the risk profile.
Scalability & enterprise capability	Vault Platform was built for enterprises. Ideal for organizations of 100 employees to tens of thousands.	Widely adopted by enterprises but not fit for purpose. Only used in 6% of incident reports.	Need a provider offering each required language, or partner with multiple suppliers. Multiple clients served by same resources.	Information is collected by a third party increasing the risk profile.	Information may be collected by a third party. Or data may need to flow through other systems, increasing the risk profile.
Case management	Resolution Hub is a case management system. Case data is centralized in one location with a full audit log. Board-ready insight into progress and problem areas.	Either induce their own case management system. Or need plugging in to a third party.	Various options with different capabilities.	Various options with different capabilities. May need to connect to a third party or in-house case management system.	Many connect employees with legal support directly. Not focused on solving the problem internally.
Report routing	Automated routing based on multiple attributes (location, language, category of misconduct, etc.) Collaboration between different teams.	Various options with different capabilities.	Third party involvement increased friction.	Various options with different capabilities.	Various options with different capabilities.

Features	Vault	Hotline	Bot/ AI	Third Party	Other Tech Solution
Employee accessibility	Mobile app & web reporting	Phone; handled by a call center	Resolution requires human intervention and handover	Third party adds friction. Employer less accountable	Focus on connecting employees with lawyers, increasing risk of lawsuits
Two-way communication	Yes, even if anonymous	No	No	Possible; handover needed	Possible
Multi-language support	Yes	May need multiple providers	Possible	May need multiple providers	May need multiple providers
Anonymous reporting	Yes, with two-way chat	Yes, but no followup	Yes, but no followup	Yes, but no followup	Yes
Data confidentiality & security	Unique instance for every client; ISO27001 compliant	Third party handles data	Third party handles data	Third party handles data	Many connect employees with lawyers. Third party handles data
Scalability & enterprise capability	Designed for enterprise	Legacy solution. Shared resource	Human required for resolution	Shared resource with other clients	Shared resource
Case management	Resolution Hub; Data & Analytics	In some cases	In some cases	In some cases	In some cases
Report routing	Automated routing; multi-team collaboration	Manual/third party process	Manual process	Manual/third party process	Manual/third party process

Financial watchdog cracks down on non-financial misconduct

EHRC guidance on harassment at work and how digital reporting tools help

Breaking the status quo of gender harassment in business

Creating a healthy cyber-culture: Bullying and harassment in the virtual workplace

Why the sudden boom in sexual misconduct claims?

Identifying harassment and discrimination in the workplace

16 Reasons Why Anonymous Hotlines are Broken and Outdated

Ending workplace harassment with Blockchain technology? It’s now possible.

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Posts tagged with ‘Harassment’

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