In 2017 existing instruments and products for tackling female victims of boys/human trafficking were amended in such a way that they are suitable for boys and girls with mild mental disabilities, as well as for young people with psychological disorders. These instruments focus on identification, risk assessment, cooperation with the police and judicial authorities, reporting to the Human Trafficking Coordination Centre and support and help for victims. Preventing exploitation and abuse in employment relationships Tackling labour exploitation is a high priority for the Inspectorate of the Ministry of Social Affairs and Employment. With regard to vulnerable groups the Inspectorate carries out studies and analyses to assess whether there are any grounds for interventions. It carries out these interventions in order to prevent these groups from becoming victims of exploitation during their work. In 2017, in addition to asylum seekers and minors, people with mild mental disabilities were also included in the target groups for which there is special attention. Psychosocial occupational health hazards Everyone who works is entitled to decent work in a socially safe environment. Aggression and violence are elements of psychosocial occupational health hazards in addition to bullying, sexual intimidation and pressure of work. These hazards are a persistent problem that is accompanied by an unsafe working environment. In the Netherlands, tackling undesirable behaviour is primarily the responsibility of employers and employees. In the Working Conditions Act, aggression and intimidation are included 'psychosocial occupational health hazards'. On the grounds of this Act, employers are obliged to pursue a policy aimed at preventing or limiting these hazards. The Working Conditions Decree further details this obligation and compels employers to identify the risks in a risk inventory and evaluation. In addition, the action plan must include present and future measures to prevent aggression and intimidation. Via various programmesand with activities, the Dutch government has tried to encourage and facilitate employers and employees to take preventive measures against undesirable behaviour, to ensure that employees can contact someone if they feel unsafe and to monitor undesirable behaviour via the Inspectorate. Besides encouraging and facilitating managers, works councils, prevention
In 2017 existing instruments and products for tackling female victims of boys/human trafficking were amended in such a way that they are suitable for boys and girls with mild mental disabilities, as well as for young people with psychological disorders. These instruments focus on identification, risk assessment, cooperation with the police and judicial authorities, reporting to the Human Trafficking Coordination Centre and support and help for victims. Preventing exploitation and abuse in employment relationships Tackling labour exploitation is a high priority for the Inspectorate of the Ministry of Social Affairs and Employment. With regard to vulnerable groups the Inspectorate carries out studies and analyses to assess whether there are any grounds for interventions. It carries out these interventions in order to prevent these groups from becoming victims of exploitation during their work. In 2017, in addition to asylum seekers and minors, people with mild mental disabilities were also included in the target groups for which there is special attention. Psychosocial occupational health hazards Everyone who works is entitled to decent work in a socially safe environment. Aggression and violence are elements of psychosocial occupational health hazards in addition to bullying, sexual intimidation and pressure of work. These hazards are a persistent problem that is accompanied by an unsafe working environment. In the Netherlands, tackling undesirable behaviour is primarily the responsibility of employers and employees. In the Working Conditions Act, aggression and intimidation are included 'psychosocial occupational health hazards'. On the grounds of this Act, employers are obliged to pursue a policy aimed at preventing or limiting these hazards. The Working Conditions Decree further details this obligation and compels employers to identify the risks in a risk inventory and evaluation. In addition, the action plan must include present and future measures to prevent aggression and intimidation. Via various programmesand with activities, the Dutch government has tried to encourage and facilitate employers and employees to take preventive measures against undesirable behaviour, to ensure that employees can contact someone if they feel unsafe and to monitor undesirable behaviour via the Inspectorate. Besides encouraging and facilitating managers, works councils, prevention
CRPD_C_NLD_1_8339_E.docx