Over the years (and occurring more recently), we have been asked:
What is the difference between a Workplace (or Environmental) Assessment and a Harassment or Discrimination Investigation?
The difference often begins with how concerns are brought to the employer’s attention. With an assessment, employers will usually hear of a variety of conflicts (both big and small) through various sources (speaking with employees, anonymous complaints, exit interviews), yet they will not have someone stepping forward with a formal complaint. Employers want to collect information to see if there is a fire where they see smoke.
With a formal investigation, employers will receive a complaint (either verbal or written) that alleges specific wrongdoing from a respondent (or multiple) toward a complainant. The investigation process involves a more formal structure, a finding of fact, and a finding of potential policy breaches.
An assessment focuses on conclusions and recommendations for restoring the workplace to a properly functioning unit.
A few core principles ought to be followed in an assessment. Core concepts include:
- Confidentiality
- Transparency
- Responsibility
- Forward focus
When we begin consultations about an assessment, I often point out to clients that unless there is a firm conviction from leadership to move forward transparently, the very act of conducting an assessment may make an environment worse. Imagine being asked to talk about all your issues and concerns and then hearing nothing back, as the environment often worsens. Not good!
So what do we do?
- We select the entire group identified as the area of concern for interviews. Allowing people not to participate can skew the data.
- We assure employees that the interview contents are confidential between us (except for serious concerns such as criminal activity, harassment, violence, etc.).
- We ask that the employer share the full report with all participants.
- We consult with the employer on which recommendations fit best within the structure.
Lastly, throughout the interviews and the reports, we focus on what changes everyone can make to improve the environment. Yes, leadership is examined, but individual actions are also detailed.
When there is a desire to improve an environment by all within it, coupled with honest feedback and a transparent process, and topped with employer buy-in and follow-up, we genuinely have a chance to shift a workplace culture in a positive direction!
Dylan