How to promote a healthy workplace environment?
The aim of an investigation is to discover what took place and why, and to propose steps to resolve the conflict. Investigations are a vital part of any anti-harassment initiative, and the way they are conducted sends clear messages about toe organisations commitment to promoting a healthy workplace culture. They should begin at the earliest opportunity after a complaint has been made, but certainly within five days. Investigations are not easy to conduct, but with careful preparation and dear and agreed procedures the challenges can be minimised. Consider the following set of questions before drawing up an action plan: Who will lead the investigation and who will make up a panel if this is required the policy? Panel membership should be determined by the needs of the particular case. For example, it may be appropriate to consider the ethnic background and gender mix of panel members. People involved in the conduct of an investigation must: Be neutral, not part of the line management a
