Ombuds Confidentiality – Can I Really Trust the Process?
Why Trust Is the First Barrier to Reporting
In the entertainment industry, speaking up about misconduct often comes with real fear: losing work, damaging your reputation, or being dismissed entirely. For actors, crew members, and other non-traditional workers, the idea of reporting abuse can feel dangerous—or impossible. Employees often have concerns about retaliation or being hurt emotionally or professionally.
This is why trust becomes the first and most significant barrier. Even when support exists, few people feel safe enough to use it. Many employees seek assurance that their concerns will be heard without fear of their boss or supervisor finding out. The role of an ombuds is to offer solutions: a confidential, neutral, and judgment-free resource for people navigating difficult, often emotional workplace situations. The ombuds role is to assist each person by providing guidance and considering multiple perspectives to address workplace issues. But what does that confidentiality actually look like? And can you truly trust the process?
What Does an Ombuds Actually Do?
An ombuds is a trained individual who provides a safe space to discuss sensitive workplace issues—including harassment, bullying, discrimination, or power-based misconduct. The ombuds role is distinct from other positions within the organization, such as HR or compliance, as it is defined by independence, confidentiality, and impartiality. Third-party ombuds do not represent the company’s interests. Instead, they are:
Independent: They don’t report to HR or leadership. The organizational ombuds operates independently from other offices and has a unique position within the organization.
Neutral: They don’t take sides or advocate for outcomes.
Informal: They don’t launch investigations or keep formal records.
Confidential: Conversations with a third-party ombuds stay private unless you choose otherwise.
The ombuds office follows specific procedures and has the responsibility to maintain confidentiality and neutrality in all interactions. The ombuds function is designed to provide informal support, in contrast to the formal processes and procedures managed by HR or compliance offices.
Their core role is to listen, help you explore options, and support your decisions, whether that means staying silent, escalating, or simply getting emotional clarity.
The Ethics Behind Confidentiality
Ombuds follow strict ethical standards set by organizations like the International Ombuds Association (IOA). The IOA plays a key role in setting standards and providing clarification on best practices for ombuds programs. These standards include:
Confidentiality: Ombuds won’t reveal your identity or details of your conversation without your permission.
Informality: They do not participate in formal complaints or processes. All conversations with an ombuds are "off the record".
Neutrality: They serve as impartial sounding boards—not advocates for the company, nor for the complainant.
This ethical framework means you stay in control of your story—and your safety.
What You Can Expect When You Contact an Ombuds
If you choose to contact an ombuds, here’s what the process usually looks like: When a visitor decides to visit the ombuds office, they are assured of confidentiality and support.
You initiate contact—often anonymously or using a pseudonym, ensuring access to a confidential and neutral resource.
You schedule a conversation—via phone, video, or encrypted messaging.
You talk through your situation, including what happened, how you feel, and what you want. The initial discussion is guided by the visitor's needs, and the ombuds provides guidance and clarification throughout the process.
You receive options, not instructions: how to document, who else to talk to, what escalation could look like (if you choose it).
Visitors are sometimes referred to other resources if needed. The assurance of confidentiality and the ability to build trust are central to the ombuds process.
Addressing Common Fears About Confidentiality
“What if my harasser finds out I spoke up?”
Ombuds conversations are private and undocumented. No formal channels are triggered, which makes it extremely unlikely that anyone would know you’ve consulted one—unless you choose to disclose.
“How do I know my information won’t be used against me?”
Ombuds don’t keep case files or write formal reports. If records are kept, they are anonymized and used only to track broad trends (e.g., "many workers feel unsafe in X environment")—not to trace or target individuals.
How Platforms Like MyConnext Strengthen Confidentiality
Digital tools like MyConnext.org extend the ombuds model into the production world where many creatives live. Platforms like MyConnext are created and established to provide additional resources and support for employees, ensuring confidentiality. These platforms are managed with a limited budget, yet they offer significant value by maximizing available resources to support operational effectiveness. These tools offer:
Encrypted communication channels for secure conversations
Anonymous reporting pathways with no identifying metadata
Flexible documentation options, including time-stamped incident logs
Independent oversight, so you know the platform exists for your protection, not your employer’s.
For crew members, writers and directors on production, tools like MyConnext bridge the gap between silence and action.
Trusting the Process Means Reclaiming Control
Trust isn’t given—it’s earned through transparency, neutrality, and choice. Ombuds services are designed for exactly that: to build trust and act in the best interest of each person, providing a low-risk, high-respect way to start reclaiming control when abuse or misconduct has left you feeling powerless.
You don’t need to launch a public complaint to be taken seriously. You don’t need to risk your career to ask for support. You don’t need to suffer in silence to protect your reputation.
You can speak up, confidentially, safely, and on your own terms. By using the ombuds process, individuals can effectively address workplace issues and reclaim control. And that alone is a powerful first step.
