The #MeToo movement demands re-evaluation of many fundamental processes and beliefs concerning the best way to identify, investigate, and stop workplace harassment. While the essential investigation skills are still relevant – understanding burden of proof, knowing how to ask effective questions, and the ability to properly apply the foundational tools of credibility assessment – HR professionals must accept a reality where fears of retaliation may chill the strongest survivor from coming forward about abuse from a senior leader, and where doubt now creeps in concerning HR professional as investigator, and the perception that your own fears about workplace power dynamics may taint results.
This session will re-examine investigation skills and procedures in the context of harassment and bullying claims. Attendees will learn how to deal with a reluctant complainant, best practices in investigating anonymous hot line reports, executive respondents, and structures and practices relating to Board oversight, reordering of interviews, and internal and external communications considerations. We will also borrow from the world of higher education and Title IX, and explore the promise of bystander engagement, the relevance of trauma-informed response, and the application of “affirmative” consent to the workplace.
7:30am – 8:00am – Registration/Networking
8:00am – 9:30am – Program
For more information or to register please visit PIHRA.org.