Workplace
Investigations
When complaints arise, we step in to provide clarity so you can navigate a way forward.
Employee concerns and allegations of misconduct arise in all workplaces. They can have serious consequences and are often highly stressful for those involved. If issues are not addressed, they can result in a deterioration in organisational culture, reputational damage and ongoing costs.
At Woven, we recognise that the current business and regulatory landscape requires specialists who conduct fair, efficient and people-centric processes. Our independent investigations can shield your organisation from legal and reputational risk, protecting your people and your workplace culture.
We regularly conduct all types of independent workplace investigations across Aotearoa:
We undertake complex independent investigations, particularly those involving senior employees and highly sensitive, material issues.
We conduct simple investigations or preliminary assessments.
We co-investigate with your ER or HR team, providing our technical expertise and resources during the process.
We assist organisations who wish to undertake their own investigation – ad hoc telephone support, review of allegation letters, advice on the draft investigation report and we can provide a suite of template investigation documents.
We conduct investigations training – including training materials.
● Common Concerns
● Independent Investigators
Why use external independent investigators?
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We have no prior involvement with either the matter or the parties. We have no personal interest in any particular outcome. This allows us to be truly objective.
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While investigations can be carried out internally, there is always a risk of bias (whether actual or perceived). Internal staff members may already have assisted the parties with the matters in dispute or advised related parties (such as the manager). It can also be difficult for internal staff members to investigate senior team members (senior executive and/or CEO).
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Investigations need to be carried out in a timely manner to ensure matters are dealt with and resolved as quickly as possible. Often managers or HR have insufficient time to handle complex cases on top of their existing workload.
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We have extensive experience handling complex complaints. We have the confidence to navigate potential issues, carefully manage participants to ensure they feel supported, and keep the investigation progressing. We are used to liaising with employment lawyers and advocates throughout our investigations.
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We are skilled at dealing with people. We understand that to obtain relevant information we need to build rapport with participants and put people at ease.
● The Investigation Process
How do we conduct our workplace investigation process?
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We review the complaint on a confidential basis. We provide you with an accurate estimate of our fees and a timeframe to complete the process.
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Before launching a formal investigation, it’s best to determine if it’s necessary in the first place. We review the complaint and discuss the most appropriate process (this may involve a preliminary fact-finding process or a workplace review). An investigation will generally be required if the allegations relate to misconduct (bullying, harassment and/or other inappropriate conduct).
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A smooth-sailing investigation process begins with a proper plan. We provide a template Terms of Reference. This document scopes the allegations to be investigated, sets out clear expectations for the process, and outlines the organisation’s policies. This document will be provided to the complainant and the respondent so they understand the process before it commences.
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We are skilled at building rapport and gaining the trust of participants. We know the questions to ask to get to the heart of the issues and obtain quality information.
Initially, you email the relevant team members. We then contact them to arrange interviews (either in-person or via video call). Generally, we commence the investigation by interviewing the complainant, the respondent and then witnesses. We prepare transcripts or statements. We review any documentary evidence.
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Once sufficient information is obtained, we review all evidence. We ask further questions. We assess statements and documentary evidence to find a common link or pattern, and identify any inconsistencies. We consider the credibility of the evidence. This rigorous process allows us to form robust factual findings and reach an objective and credible conclusion.
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Lastly, we prepare a draft investigation report and provide a copy to the complainant, respondent and the organisation (if required). We finalise the report and provide it to the organisation.
● Our Expertise
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At Woven, we specialise in conducting independent, impartial and efficient workplace investigations. We appreciate that the investigation’s integrity depends on the quality of the information we gather and our adherence to a fair process. We are adept at communicating the process, gaining trust and interviewing participants to obtain relevant information. We present our findings to you in a clear and succinct manner. We get you the information you need to take the next steps.
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Our independent workplace reviews can help you identify and address any issues within a team or workplace early on. When something doesn’t seem right – where there is increased turnover, low employee survey results, high sick leave or informal concerns being raised - we take a deep dive. Our review process identifies what is working well, what is not and what can be done better. We build a rapport with your people to ensure they feel comfortable to share issues that are impacting them at work. We recommend practical steps to address any issues identified . These recommendations enable you to make real improvements to ensure your people are working positively and collaboratively within a safe and supportive working environment.
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Woven provides tailored investigation training to internal teams. We share the insights we have gained through hundreds of investigation processes. We outline:
investigation best practice,
how to navigate the potential pitfalls that can inevitably arise; and
how to assess evidence and make robust findings.