Handling an investigation internally is often entirely appropriate. The question worth asking is whether the person investigating can be seen as impartial by everyone involved, including the person who raised the concern.
Signs independence is the safer route
- The concern involves a senior leader, an owner or the person who would normally investigate.
- Everyone available to investigate has a working relationship with those involved.
- The matter is serious, contested, or likely to be appealed.
- Previous attempts to resolve it have broken down and trust is low.
- Nobody internally has the time or experience to do it properly and promptly.
What a fair process looks like
Clear terms of reference, careful and confidential handling of everyone spoken to, evidence weighed rather than collected selectively, and findings written so that a decision-maker can act on them with confidence.
An independent investigation isn't about outsourcing a difficult decision. The decision stays with you. What changes is that the fact-finding it rests on can withstand scrutiny.
Written by Kristy West, Chartered MCIPD
Founder of Alika & Co Bespoke HR Solutions. 20+ years of HR experience across private, public and charitable organisations. This article is general information, not advice on your specific situation. For that, get in touch.