Workplace harassment and discrimination are serious problems that can have a devastating impact on employees. They can create a hostile work environment, lead to decreased productivity, and even result in physical or psychological harm. Employers have a legal obligation to take steps to prevent and address workplace harassment and discrimination. Not only is it legally imperative, but it is also important to the company’s bottom line. Research shows that workplace harassment and discrimination lead to billions of associated costs to corporations globally each year. One of the most important steps is to conduct thorough investigations whenever a complaint is made.

A workplace investigation is a process of gathering information and evidence to determine whether or not harassment or discrimination has occurred. The goal of an investigation is to uncover the facts of the situation and to reach a fair and impartial decision.

Investigating Workplace Harassment and Discrimination

There are a number of steps involved in conducting an investigation into workplace harassment and discrimination. These steps include:

  • Gathering information. The investigator will need to gather as much information as possible about the incident, including the names of the people involved, the date and time of the incident, and the specific details of what happened.
  • Interviewing witnesses. The investigator will need to interview all of the witnesses to the incident, including the complainant, the alleged harasser, and any other employees who may have knowledge of the situation.
  • Reviewing documentation. The investigator may also need to review any relevant documentation, such as emails, text messages, or other written records.
  • Reaching a conclusion. After gathering all of the information, the investigator will need to reach a conclusion about whether or not harassment or discrimination has occurred. The investigator will then make a recommendation to the employer about how to proceed.

Workplace investigations can be complex and challenging. However, they are an essential tool for employers to prevent and address harassment and discrimination. By conducting thorough investigations, employers can create a safe and respectful workplace for all employees.

Here are some additional tips for conducting workplace investigations

  • Choose an impartial investigator. The investigator should be someone who is not directly involved in the situation and who has no prior relationship with the people involved.
  • Conduct the investigation in a timely manner. The investigation should be conducted as quickly as possible to minimize the disruption to the workplace and to allow the employee to feel safe and secure.
  • Be respectful of all parties involved. The investigator should treat all parties involved with respect, regardless of their role in the incident.
  • Document the investigation thoroughly. The investigator should document all of the steps taken during the investigation, including the information gathered, the interviews conducted, and the conclusions reached.

By following these tips, employers can conduct workplace investigations that are fair, impartial, and thorough. This will help to ensure that harassment and discrimination are prevented and addressed in the workplace.

Here are some of the signs that may indicate that harassment or discrimination is occurring in your workplace:

  • Employees are avoiding certain people or areas of the workplace.
  • Employees are making complaints about their treatment.
  • There is a decline in productivity or morale.
  • There are reports of injuries or illnesses that may be related to stress or harassment.

If you suspect that harassment or discrimination is occurring in your workplace, it is important to take action. You can start by talking to the employee who is being harassed or discriminated against. You can also contact your human resources department or an outside investigator. By taking action, you can help to create a safe and respectful workplace for all employees.

Hiring a private investigator

Despite the best of intentions, some companies or human resource departments may lack the appropriate resources or expertise to conduct a workplace investigation. In the event that the company finds itself unprepared, a third-party investigation by a private investigator may be the appropriate solution. Private investigators have a great deal of experience in identifying the unseen factors in any given situation. They can fully document all of their discoveries throughout the course of the investigation. There is no more impartial investigator than a private investigator independent from the corporation or organization, because they have no stake in the outcome. If you need a workplace investigation, reach out to Lauth Investigations International for a free quote on how we can help improve your business.