10 Best Practices in the Workplace Restoration Process

A workplace harassment investigation can be a traumatic event which affects not only those directly involved, but often causes extensive collateral damage.  A healing process which helps staff feel heard and acknowledged is a very important step for re-establishing or rebuilding workplace norms.

Restoring norms following a harassment investigation is an important step.

Restoring norms following an harassment investigation is an important step.

Following a discussion about the role the of the investigation and the purpose and goals of the Workplace Restoration, participants at a recent Workplace Fairness lunch identified 10 best practices.  Whether an investigation is founded or unfounded these are important steps:

  1. Facilitate, when appropriate, a confidential written agreement between the complainant and the respondent that is separate from performance measures.
  2. Provide regular and ongoing feedback to all staff.
  3. Ensure leadership is visible and committed to “say” and “do” accountability.
  4. Support leadership to share and acknowledge ownership of contributing factors.
  5. Follow up with the team and others affected to develop a plan and strategy with common goals and processes for the group.
  6. Facilitate a safe dialogue to re-establish the norms of respect and dignity by asking questions, creating a common language, and ensure the experience is normalized for all affected.
  7. Provide skill-building support for supervisors and those involved through training and 1-on-1 coaching, focusing on listening skills and “I language”.
  8. Maintain a forward-looking aspect to the restoration process.
  9. Appoint a new neutral facilitator who was not involved in the investigation and ensure impartiality in all follow-up dialogue.
  10. Ensure a restorative and healing process which allows all to be acknowledged for their experiences.

We would love your comments! Do you have anything to add? join the discussion below.

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