With the current increased focus on workplace psychosocial risks, we also need to consider what to do when an event occurs in the workplace. What do you do? How do you treat the complainant? Who deals with the investigation? And how?
Applying conventional investigation methods and models will not necessarily work for some psychosocial events, especially workplace sexual harassment, violence or discrimination, bullying, or where young or vulnerable workers are involved, such as apprentices or under 18 casual staff. Existing investigative methods may do more harm than good to a person subjected to appalling behaviour!
Organisations need to consider the 14 psychosocial hazards and risks in their organisation, but also how to respond when they are raised.
From an investigative perspective, applying some simple rules and structure around the organisational psychosocial investigative response provides a person centric approach to receiving and dealing with a complaint.
Much of the psychosocial literature, including the Respect@Work Report, uses the term "victim-centred". Here I focus on “people-centred”, which inherently includes being victim-centred, but it also recognises that other people may also suffer harm if workplace psychosocial events occur, such as bystanders, other workers, and other impacted persons.
This places the person raising the issue at the centre of the response whilst supporting them through the process. It is about listening to, empowering, and supporting people who are impacted by workplace sexual harassment or violence.
Person-led means the impacted individual chooses how they wish to report it, to whom and is involved in the decision about how to handle the issue.
It respects the wishes and best interests of the impacted person, but does not mean they solely decide the organisation's response or consequences for the wrongdoer, as the organisation still owes a duty of care to others.
A person-centred approach also recognises that people will share their experience when they feel comfortable, to a person of their choosing and that it may take people time to process what has happened and feel ready to talk.
Response considerations should include, but not limited to:
· A trained responder/investigator
· Same sex as the complainant or person of their choosing
· A support person with designated responsibilities
· Guardian/Carer for young workers, workers with disabilities
· The number of people conducting het interview
· Building of rapport
· The type, place and duration of engaging the person
· Closure, next steps, decision points.
· Ongoing support.
I have seen the gaps in current investigation models in relation to dealing with workplace psychosocial events.
Therefore, I have used my 30 year investigative experience as a police detective and safety professional, including training as a Strategic Specialist Interview Advisor, and developed a training programme for organisations to fill their capability gaps to help workers, safety, and HR professionals support workers through this journey.
Check out the programme at www.martyncampbell.com
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