Jean Kelly: How to investigate harassment and bullying complaints robustly- Part 6

  Learn from my experience of conducting formal investigations into harassment, bullying and discrimination for large, high profile companies and organisations in this, the final in my series on how to investigate harassment and bullying complaints.   Tip – Record, record, record Do not rely on your memory as far as the progress of the…

Jean Kelly: How to investigate harassment and bullying complaints robustly- Part 4

For sound and effective formal investigations of harassment, bullying and discrimination follow my tips based on extensive experience of conducting investigations. Have an appropriate order of play I recommend the following order of play for the interviews: First the complainant, without whom there would not be a complaint to investigate. Then witnesses – who may…

Jean Kelly: How to investigate harassment and bullying complaints robustly- Part 5

Learn from my experience of conducting formal investigations into harassment, bullying and discrimination for large, high profile companies and organisations. Tip – How to decide on your findings When you have collected your evidence and put it into your report, read it through carefully and the conclusions should be apparent. List the conclusions, then put…

Jean Kelly: How to investigate harassment and bullying complaints robustly

More tips to help ensure your formal investigations of harassment, bullying and discrimination are sound and effective. Select impartial investigators An investigation should not be carried out by anyone who is involved in the allegation, such as line managers or HR staff who might have to be witnesses. It is preferable that the investigators are…

Jean Kelly: How to investigate harassment and bullying complaints robustly

Here are some more tips to help ensure your formal investigations of harassment, bullying and discrimination are sound and effective. Tip – Prepare, prepare, prepare Prior to each interview, the investigator should prepare questions based on the written complaint and relevant documentation received in relation to the complaint. A series of questions should be written…

Jean Kelly: The importance of a robust harassment and bullying investigation procedure

Over the next few months I will be sharing my top tips on investigating formal complaints of harassment and bullying. These are based on over 16 years conducting investigations for large, high profile employers. Tip – Follow your procedures When a formal complaint of harassment, bullying or discrimination is received, it is essential that you…