The one-size-fits all template for harassment investigations no longer aligns with the growing respect of and desire for self-determination. Employees would rather stay silent than come forward to be part of an investigation process and the fallout, as we have seen recently at the CBC and in the Houses of Parliament, can be acute.
In both of these highly publicized cases, complainants had few choices. Like many employees, they lack a safe environment and have few choices when it comes to reporting harassment. Is this typical? What resources are employers providing to their staff to help them work through their options when they are feeling victimized? How do current conflict management systems support respondents? Do they have the before, during and after support they need to go back to work if the investigation is unfounded?