Workplace investigations are processes undertaken when there has been either informal or formal allegations that have occurred within the workplace
Strategy Collective have worked with a number of clients in industries including health and social services, construction, commercial labour, and hospitality on matters such as workplace bullying, sexual harassment claims or general cultural issues
Clients come to us when situations may be outside of their experience, and where their involvement may be emotionally charged or technically difficult situations
We are engaged by clients to carry out independent reviews and investigations into allegations and/or cultural issues, to determine outcomes for the client to consider and action, ensuring due process is followed whilst maintaining focus on the right outcome for the organisation
Project
Strategy Collective has a team of two Consultants qualified by the Private Security Personnel Licensing Authority to undertake external investigations for organisations
We engage with clients in the first instance to ask the relevant questions and determine the background and complexity of the matter, from there we provide a customised and comprehensive estimate on next steps
Our role throughout is to fairly and objectively establish the facts of the matter, and the wider context, through face-to-face interviews, reviewing documents, policies and any other relevant evidence
In an investigation process, our Consultants meet one-on-one with concerned employees to create a safe and confidential environment with their security as the priority; we want to ensure they feel safe to come forward with their comments and return to work afterwards without fear of reprisal
Results
Following a comprehensive process undertaken by our Consultants, the outcome for these organisations resulted in recommendations being made by way of a full report with supporting evidence to either uphold the allegations, or dismiss the allegations
We provide a solution that means clients can overcome issues within business and move forward with a culture that is rebuilt; preventing ongoing systemic workplace problems or ongoing costs to the employer
A fair process outcome for all parties which prevents any allegations of bias or unfairness