Adopting a trauma-informed approach in sexual harassment investigations creates a safe environment and fosters trust. A trauma-informed approach is rooted in empathy, respect, and an understanding of how trauma impacts different individuals. It can make a significant difference to both the quality of the investigation and the wellbeing of everyone involved.
The benefits of a trauma-informed approach to workplace harassment investigations
- Builds Trust and Encourages Reporting
Employees are more likely to report issues when they feel assured that their concerns will be treated with care and respect. A trauma-informed approach creates a safe space where individuals feel heard and validated. By prioritising sensitivity, organisations foster a culture of trust, signalling that they are committed to addressing misconduct without re-traumatising those who come forward.
- Gathers More Accurate Information
Trauma can affect memory, emotions, and the ability to articulate events clearly. Investigators trained in trauma-informed practices understand these complexities and adjust their approach to help individuals share their experiences without feeling pressured or judged. Using open-ended, non-accusatory questions improves the quality and accuracy of the information collected, leading to fairer outcomes.
- Protects Mental Health and Wellbeing
Reliving traumatic events during an investigation can be distressing for individuals. A trauma-informed approach minimises harm by creating an environment where employees feel supported rather than scrutinised. This reduces the risk of exacerbating emotional distress and demonstrates that the organisation prioritises the wellbeing of its staff.
- Promotes Long-Term Cultural Change
Trauma-informed practices contribute to healthier workplace dynamics overall. They encourage open communication, accountability, and a shift away from harmful cultures of silence or fear. Over time, this approach can help prevent harassment by reinforcing the importance of mutual respect and psychological safety.
Adopting a trauma-informed approach isn’t just about doing the right thing—it’s about fostering a workplace where employees feel safe, valued, and empowered to bring their best selves to work.
How to ask the right questions
If you’re ready to implement trauma-informed practices in your workplace, below is a table with some examples of what not to say, and some suggested alternate phrasing. This should help to guide investigators in asking non-accusatory, sensitive, and open-ended questions.
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Key considerations
- Avoid Blame or Judgment: Phrasing should never imply fault, doubt, or judgment.
- Use Open-Ended Questions: Encourages detailed responses and avoids yes/no answers.
- Validate Feelings: Acknowledge the individual’s experience and emotional response.
- Be Mindful of Tone and Body Language: Empathy and neutrality are as important as the words used. Questions should not suggest scepticism or minimise the experience.