With the growing focus on psychosocial hazards in the workplace, conducting a workplace investigation or mediation is not without risk. It is a crucial matter, in ensuring risks to mental health are properly managed, that participants in a workplace investigation or workplace mediation process, feel supported and safe.
Subjecting a worker to a workplace investigation that is not warranted by the circumstances may cause unnecessary stress for the parties involved in the process. This is particularly so if the circumstances of the case involve behaviours which are serious and include any risk to health, safety or wellbeing.
Similarly, a workplace mediation may entrench workplace conflict or create psychosocial hazards in circumstances where mediation is forced, or participants are reluctant to be involved. This is particularly relevant where there is a clear power differential in terms of the parties’ relative positions in the organisation. Further, an employer has significant duties around the safety of the participants and a duty to prevent any further harm or injury via re-traumatisation (as of 1 April 2023, federal legislation has mandated that employers manage psychosocial hazards under the Work Health and Safety Act 2011).
Many of the risk factors of Workplace Investigations and Workplace Mediations can be addressed by using an independent, qualified mediator or investigator. As part of our Workplace Investigations and Workplace Mediation practice, we recently completed the Foundations for Building Trauma Awareness and Trauma Awareness in Practice professional development programs, so that we can adopt a trauma informed approach to our workplace investigation and workplace mediation processes.
Trauma-Informed Approach
Not every person who experiences a distressing event will experience trauma, however trauma can arise from incidents such as workplace accidents, workplace violence, workplace bullying, and sexual harassment or assault.
A trauma Informed approach will reduce the chances of re-traumatising or triggering the parties and means the mediator or investigator is:
- able to identify trauma, and;
- acknowledges that those involved in the investigation or mediation process may be experiencing trauma unrelated to the present matter.
A trauma Informed approach will assist in recognising the signs of trauma and is particularly relevant when conducting interviews as the Investigator or Mediator must be mindful of the effects that trauma has on a participant’s memory and their ability to participate in the interview process. A trauma Informed approach will assist in asking more productive questions to obtain the maximum amount of information without causing unnecessary stress.
Savvy’s trauma informed approach to workplace investigation and workplace mediation processes will assist employers to manage the risks of psychosocial hazards that might arise for participants that have experienced trauma.
Savvy HR is a specialist consultancy with extensive experience conducting workplace investigations of sensitive matters.
If you would like to know more about a trauma informed approach to workplace investigations or a trauma informed approach to workplace mediation, please contact us and a will be in touch.
