In the last year I’ve fielded more inquiries for workplace investigation processes than I can count.
I think it’s the influence of #MeToo. I am hopeful there’s been a shift in our collective willingness to remain the silent witness, the “innocent” bystander.
I do find it curious, though, that upon reciept of a respectful workplace/harrassment complaint, many employers immediately initiate an investigation process.
A workplace investigation is a great process to determine, on a balance of probabilities, whether a particular behaviour or breach of policy occurred.
An investigation gathers facts.
A workplace assessment is a great process to understand how people perceive particular behaviours (which in turn, of course, inform subsequent behaviours).
An assessment gathers perspectives.
Here’s what I’ve learned after mediating for over 23 years: Perceptions matter.
Understanding how people perceive a situation (or person or behaviour or…) is more meaningful than only determining The Facts. Sustainable change can only happen when the root causes of the concerns are understood and addressed, regardless of “what happened”.