Step 1: Receive the Complaint
Ensure the complainant feels safe and supported. Document the complaint carefully and ensure confidentiality to protect both parties involved.
Step 2: Review Company Policies
Familiarise ourselves with our organisation’s sexual harassment policies and relevant laws to guide the investigation and sure compliance with legal standards. A good reference is the Code of Practice on the Prevention and Eradication of Sexual Harassment in the Workplace published by MOHR in 1999.
Step 3: Assign an Investigation Team
Select a neutral, trained investigation team (normally seniors in the HR team). Ensure there are no conflicts of interest, and the team is equipped to handle the sensitivity of the issue.
Step 4: Interview the Complainant
Conduct a private, detailed interview with the complainant. Ask open-ended questions to gather facts, timeliness, and witness names. Maintain empathy and professionalism.
Step 5: Interview the Alleged Harasser
Give the alleged harasser a chance to respond to the allegations. Maintain impartiality while gathering their perspective and any supporting evidence.
Step 6: Interview Witnesses
Speak to any witnesses identified by either party. Collect their statements, keeping confidentiality in mind, and avoid leading questions.
Step 7: Collect Physical Evidence
Review all relevant documentation such as emails, text messages, CCTV footage, or other forms of communication. This helps corroborate or refute the claims.
Step 8: Assess and Conclude
Analyse the gathered evidence objectively. Consider the credibility of all parties involved and determine if the claim is substantiated based on the facts.
Step 9: Take Action
If the claim is validated, apply appropriate disciplinary measures. Ensure no retaliation occurs against the complainant, and the workplace remains professional and safe.
Step 10: Follow-Up
Periodically check in with the complainant after the investigation. Ensure that the workplace environment has improved and monitor for any recurring issues.
Handling sexual harassment cases with care and thoroughly is important to foster a safe and respectful workplace. Taking these steps seriously not only protects employees but also safeguards our organisation’s integrity.
Remember, a proactive approach is always better than a reactive one.
xoxoxo, AuntyHR
