Malpractice refers to violations of laws, threats to public health and safety, harm to the environment or actions that compromise the organisation’s ability to accomplish its mission. Examples include:

• Structural mismanagement within a department
• Safety or integrity concerns being ignored
• Decisions that undermine the university’s core values

The more we know, the more we can do, both now and in the future. Your anonymity is guaranteed at every stage. All conversations with the confidential counsellor are strictly confidential.

Gert de Boer

Confidential counsellor for malpractice (external)

‘I want to foster an environment where people free safe to speak their minds, without fear of repercussions.’

De Boer has completed courses in psychology and mediation, specialising in criminal and restorative justice with the government as one of the parties, and the certified training course of the National Association of Confidential Counsellors (LVV). He lives and works in The Hague and Zwolle.

Contact Gert de Boer by email.

If you suspect wrongdoing, the first person to contact is your manager. However, if you prefer not to do this – if, for instance, your manager is the person about whom you have concerns – you can contact the confidential counsellor for malpractice instead.

More information about confidential counsellors

For more information about what confidential counsellors can do, confidentiality and options for appeals and objections, visit the confidential counsellors page.

Whistleblowing Committee

The Committee on Whistleblowing investigates reports of suspected malpractice and advises the Executive Board. Your identity will only be revealed with your explicit consent. The Committee, its secretary and support staff are bound by confidentiality, and all information will be treated in strict confidence.

Strict deadlines apply to internal reporting procedures (see also the Whistleblower Policy). The process following a report typically proceeds as follows:

• Acknowledgement of receipt: within seven calendar days
• Assessment of the report: within six weeks
• Update on the progress of the report: within three months
• Executive Board’s position: within four weeks of receiving advice from the independent officer or committee, with the possibility of extension