Accused of Discrimination or Harassment?
So your business has received notice that there are allegations of potential wrongdoing within your organization. Could be discrimination, harassment, retaliation, wrongful termination, and more, but what should you do now?
At DG Coaching and Consulting, we've handled numerous harassment investigations and discrimination investigations from Fortune 500 companies to small, independently owned businesses. We've also worked in both the public and private sector, and with open-shop and union-only businesses.
Our Approach
Investigations vary in complexity depending on many factors. At DG, we take a thorough and impartial approach to beginning investigations by maintaining neutrality as we gather the facts. We start by speaking to all parties involved and gathering detailed statements, as well as compiling any other supporting evidence that is available. From there, we talk with business leaders and other stakeholders to determine the validity of the evidence and likelihood the claims being made could be true. From there we begin to advise organizational leaders on recommended next steps, and work with you to ensure your risk is minimized while remaining compliant with applicable regulations.
Our Outcomes
Harassment Investigation, June 2021
Our client company was informed by letter from a state agency that they were being accused of discrimination and harassment against one of their employees. The claimant, who was still an active employee, reported repeated harassment and discrimination from 2 supervisors for the past several years. To make matters more awkward, the agency who sent the letter is a client of the employer, who operates in the B2B services industry. Poor handling of this claim could result in not only expensive lawsuits by the claimant, but lost revenue for the company as well.
The letter from the state agency demanded an internal investigation into the complaint and delivery of an discrimination investigation report, with corrective actions if necessary, no later than 2 weeks form the date of the complaint.
DG Coaching and Consulting Enters the scene
Our client company informed us one Monday morning of the claims, and we sprang into action. Later that day, we met with business leaders and obtained the complaint, as well as necessary information to begin our investigation. That Thursday, we arrived on-site to our client's facility and began interviewing supervisors and co-workers within the affected departments, as well as in similar departments within the organization to determine if this was a systemic issue, or one that was isolated.
Our harassment investigation concluded the following week with a detailed investigative report recommending appropriate corrective actions and next steps to prevent future incidents of perceived discrimination or harassment. Our report was sent to the state agency, who responded by closing the case and dropping any pending investigations by their agency.
Our client's estimated risk in this case was nearly $500,000 in legal expenses and potential lost revenue, but could have been higher if interventions were not implemented quickly. Because of the urgency with which our investigation was handled, we were able to mitigate any disruption in business and avoid any lawsuits from this claim.