Gender as a construct has been introduced into criminology half a century ago and has contributed to an understanding of the relation between gender and violence. Therefore, when improving resilience of professionals encountering violent behaviour, gender might be an important construct to take into account. We know from the literature that men and women do not experience victimization and perpetration in the same way but at the same time there are some blind spots with regard to male victimization and female perpetration. Increasing resilience against violence is only possible when we do not automatically use gender stereotyping in understanding and reducing violence.

The forensic sector is considered to be a stressful, demanding work environment. Due to the continuous confrontation with disturbing files and challenging clients, (secondary) traumatization and other stressors lurk. Attention to the well-being of the professional working with sex offenders is essential to keep the psychosocial workload under control. However, this appears to be an underexposed topic in practice and literature. To generate more attention, the Dutch-Flemish branch of the Association for the Treatment of Sexual Abusers (NL-ATSA) organized a symposium on the impact of working with sex offenders. This article is a report of the symposium.

There is casuistry, where on the one hand it is the turn of the professionals from the investigation, enforcement and prosecution and on the other hand the turn of the social workers from the social domain. This is the case, for example, when domestic violence occurs in circles that are also involved in organized crime. In theory it is possible that the professionals involved work together, but it is also not impossible that they will get into each other’s waters because they have a different vision of the problem to be tackled and, of course, also have to fulfill other roles and tasks based on their positions. A professional must be able to handle complex situations of this kind.

Working in the forensic social field is interesting and fulfilling and many professionals deliberately choose to do this work. However, it can also be a very demanding job. Experiencing aggressive incidents by forensic clients, continuous tensions in contact with clients and the confrontation with narratives about shocking events are specific characteristics of working in the forensic field that appeal to the resilience of professionals. This article discusses which characteristics of organisations, teams and individual professionals impact on resilience and how it can be enhanced.

This study provides an in-depth analysis of the resilience of criminal investigators in the Netherlands. Observational studies within three criminal investigation teams and 45 interviews with investigators and team leaders revealed that confrontations with human suffering, decision-making, and dirty and physically demanding circumstances at the crime scene can sometimes be (very) challenging. However, investigators have relatively little difficulty with the strain resulting from the operational stressors to which they are exposed during investigations. They know how to apply different coping strategies to reduce stress. However, this does not apply to organisational stressors. The way in which their work is organised regularly causes tension, dissatisfaction and frustration. The research highlights that investigators suffer more from these organisational stressors than from the stressors that can be associated with criminal investigations. Attention should therefore be focused on strengthening their ‘internal resilience’, the article makes a number of recommendations to support this.

In this exploratory contribution, the central question is what will happen to students when they leave school and start looking for a job in security care. Three developments are addressed in this context: firstly, there are organizational changes: the municipal level has become increasingly important; in the second place, the complexity of the casuistry with which professionals are confronted is highlighted, and in the third place attention is paid to undesirable behavior with which professionals may be confronted while performing their work. What do these aspects mean for the resilience of the upcoming professional and the preparation for working life during training?

This article explores the boundary conditions an organization has to take to make the workplace, where all kind of people work together, a safe place. Employers are responsible for a safe working environment according to the Arbowet. The confidential councilor is an important part of the infrastructure against workplace harassment. Next to commitment from the top of the organization, a code of conduct based on the support of the employees, a complaints procedure with access to an independent complains committee, the confidential councilor is key to discover and act on workplace harassment. Not all confidential councilors are trained and aware of the pitfalls of the job. Organizations have to set boundary conditions. For example legal privilege within the organization and some sort of protection against retaliation. The confidential councilor follows the lead of the complainant and can put down the responsibility of solving the issue of harassment at the proper authority within the organization.