Offers a safe place for members of the staff to discuss concerns and understand their options without fear of retaliation or fear that formal action will be taken simply by raising concerns.
Helps employees become empowered and take responsibility for creating a better workplace.
Facilitates two-way, informal communication, and dispute resolution to resolve allegations of harassment, discrimination, and other workplace issues that could otherwise escalate into time-consuming and expensive formal complaints or lawsuits.
Provides the ability to address subtle forms of insensitivity and unfairness that do not rise to the level of a formal complaint but nonetheless create a disempowering work environment.
Provides an early warning diagnosis system that identifies and alerts institutions about new negative trends.
Helps employee satisfaction, morale, and retention by humanizing the institution through the establishment of a resource that provides safe and informal opportunities to be heard.
Provides conflict resolution skills training.
Provides upward feedback to management about organizational trends.
Helps avoid negative press by addressing issues at the lowest and most direct level possible.
Provides the organization with an independent and impartial voice, which fosters consistency between organizational values and actions.
Serves as a central information and referral resource for policies, processes and resources within the organization.