Savvy HR is a specialist consultancy with extensive experience conducting workplace investigations of sensitive matters.

We have built a reputation for conducting formal site-based investigations to a high standard of procedural and substantive fairness, intellectual rigour, and sensitivity. Our expertise spans complex matters involving whistle-blower disclosures, misconduct, theft, fraud, sexual assault, sexual harassment, bullying, workplace substance abuse, and other serious allegations.

As seasoned professionals in workplace relations, investigation, and human resources, we understand the complexity and sensitivity involved in addressing workplace conflicts. One of the evolutions in our field is the adoption of a trauma-informed approach to workplace investigations and mediations. This method not only enhances the efficacy of our processes but also significantly contributes to the well-being of all parties involved.

The Imperative for Trauma-Informed Practices

With the growing focus on psychosocial hazards in the workplace, conducting a workplace investigation or mediation is not without risk. It is crucial to ensure that risks to mental health are properly managed so that participants in these processes feel supported and safe.

Subjecting a worker to an unwarranted workplace investigation can cause unnecessary stress for all parties involved, especially if the case involves serious behaviours that risk health, safety, or well-being.

Similarly, forced or reluctant participation in mediation can exacerbate workplace conflict or create psychosocial hazards. This is particularly relevant where there is a significant power imbalance between the parties. Employers have substantial duties regarding the safety of participants and must prevent further harm through re-traumatization, especially under the recent federal mandate to manage psychosocial hazards (Work Health and Safety Act 2011, effective from April 1, 2023).

Many of these risks can be mitigated by using an independent, qualified mediator or investigator. Our team at Savvy HR has completed specialized training programs in trauma awareness, including Foundations for Building Trauma Awareness, Trauma Awareness in Practice, and Trauma Responsive Leadership - Organisational Practice, enabling us to adopt a trauma-informed approach to our processes.

Core Principles

1. Safety: Ensuring a safe physical and emotional environment is paramount. This involves maintaining confidentiality, clearly communicating processes, and setting transparent expectations.
2. Trustworthiness and Transparency: Building trust through honesty, consistency, and clarity is crucial. Our actions and communications should always reflect these values to cultivate trust.
3. Peer Support: Encouraging peer support can provide significant emotional assistance. Facilitate access to support groups or peer advocates to bolster this principle.
4. Collaboration and Mutuality: Foster a collaborative environment where decision-making is shared. Recognize and leverage the strengths and contributions of all participants.
5. Empowerment, Voice, and Choice: Respect and amplify individuals' voices and choices. Provide options and empower participants to engage actively in the process.
6. Cultural, Historical, and Gender Sensitivity: Address and incorporate diverse cultural, historical, and gender-specific factors to ensure inclusivity and sensitivity.

Implementing Trauma-Informed Processes

Preparation: Comprehensive training for investigators and mediators on trauma-informed practices is essential. Establish clear policies and procedures reflecting these principles and inform all participants about available resources.

Initiation: Start with a clear explanation of the process, ensuring informed consent. Address any questions or concerns upfront to set the stage for a transparent and supportive process.

Investigation: Use open-ended, non-judgmental questioning and be mindful of body language and tone. Allow breaks and respect the individual's pace to avoid re-traumatization.

Mediation: Create a neutral, calm environment with ground rules promoting respect and safety. Facilitate dialogues that acknowledge and validate experiences, focusing on mutually acceptable solutions rather than blame.

Follow-Up: Provide ongoing support post-investigation or mediation. Implement resolutions promptly and check on individuals' well-being to ensure continued support.

Continuous Improvement: Regularly assess and refine policies and practices. Gather feedback and stay informed about the latest best practices in trauma-informed care.

Tips for Conducting Trauma-Informed Investigations

1. Create a Safe and Comfortable Environment: Ensure the interview space is private and comfortable, allowing the interviewee to feel secure.
2. Build Rapport and Trust: Take time at the beginning to build rapport with the interviewee. Explain the investigation process, the role of the investigator, and how the information will be used to establish trust and transparency​​​​.
3. Allow Control and Choice: Empower interviewees by allowing them to choose the interview location, take breaks as needed, and control the pace and flow of the conversation​​.
4. Use Neutral, Non-Direct Language: Avoid asking direct 'why' questions that might seem challenging. Instead, use open-ended questions like, "Can you tell me more about what happened?" to gather information without causing additional stress​​.
5. Be Mindful of Sensory Triggers: Avoid showing visual or graphic evidence that might re-traumatize the interviewee. Instead, ask about sensory memories related to the incident, such as smells, sounds, or sights, to aid recall without direct confrontation​​.
6. Provide Support and Follow-Up: Offer access to support services like Employee Assistance Programs (EAP) during and after the interview process. Follow up with the interviewee to ensure their well-being and address any further concerns​​​​.

By incorporating these tips and maintaining a trauma-informed approach, we can conduct workplace investigations and mediations more effectively, ensuring the well-being of all participants while achieving fair and thorough outcomes.

At Savvy HR, our trauma-informed approach to workplace investigation and workplace mediation processes will assist employers in managing the risks of psychosocial hazards that might arise for participants who have experienced trauma. Our team, having completed specialized training in trauma awareness, is equipped to handle sensitive matters with the utmost care and professionalism.

Savvy HR is a specialist consultancy with extensive experience conducting workplace investigations of sensitive matters. If you would like to know more about a trauma-informed approach to workplace investigations or a trauma-informed approach to workplace mediation, please contact us and we will be in touch.

#WorkplaceInvestigation #WorkplaceMediation #TraumaInformedCare #HR #LegalProfessionals #EmployeeWellBeing #SavvyHR

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