How to proactively address rising incivility and harassment in the workplace

Incivility and harassment in the workplace are growing concerns, affecting both employee well-being and productivity. To address these issues, human resources departments must rely on appropriate tools and procedures to handle such situations. However, in some cases, involving a third party is essential to ensure an impartial and thorough investigation.

Carl Lacelle, National Director of Consulting and Investigation Services at GardaWorld Security, shares his recommendations to help companies prevent and effectively manage these situations. This begins with assessing the tools in place to address these issues and, when necessary, conducting an investigation led by an external investigator.

1. Does your company have the right tools to prevent and manage incivility and harassment?

Companies must ensure that their framework for managing inappropriate behavior is clearly defined and accessible. This includes employee awareness programs, clear policies, well-established procedures, and support systems for employees. "Simply stating a zero-tolerance policy is not enough; concrete processes must be in place and well-communicated to employees so they know exactly how to recognize and report a problematic situation," emphasizes Carl Lacelle.

Key questions to assess a company's ability to handle these situations:

• Do we have a clear and detailed policy on harassment and incivility?
• Do our employees know the procedures for reporting acts of incivility or harassment?
• Are there confidential channels for handling complaints impartially?
• Are we equipped to conduct impartial and thorough internal investigations?

If any of these questions are answered negatively, it is strongly recommended to consider the intervention of an external third party to fill these gaps. "A biased or poorly conducted investigation can worsen a situation rather than resolve it. Impartiality and a rigorous approach are two crucial elements in conducting an investigation," adds Carl Lacelle.

2. The role of a third-party investigator in managing incivility and harassment cases

Engaging an external investigator provides specific expertise and ensures that cases are handled objectively. The intervention of a third-party investigator follows several key steps:

• Evaluation of internal policies and procedures: The expert reviews the compliance of existing policies with legal standards and best practices.
• Analysis of reporting mechanisms: Employees must have confidence in a confidential and impartial system for reporting incidents without fear of retaliation.
• Collection and verification of information: Investigations are based on concrete facts, carefully gathered and processed with rigor. "Each allegation must be methodically analyzed for its validity and handled with diligence to ensure the integrity of the process. This starts with the initial report, the implementation of interim measures during the investigation, and the development of an intervention plan with appropriate measures," adds Carl Lacelle.
• Interviews with stakeholders: The investigator meets with the affected individual, witnesses, and the accused party to collect different perspectives on the situation.

Preparation of a report and recommendations: The investigator formulates recommendations to resolve the specific case and strengthen internal policies. "Our goal is not only to address the immediate issue but also to prevent similar situations in the future," states Carl Lacelle.

3. The Importance of responsible and proactive management

For human resources departments, the question is whether they are truly prepared to handle these incidents effectively. While many companies have procedures in place, an external evaluation can identify weaknesses and recommend improvements. "This is not about questioning internal competencies but about adding value and providing an objective perspective to ensure a transparent, comprehensive, and impartial management approach," reminds Carl Lacelle.

In conclusion, harassment and incivility can have severe consequences on workplace atmosphere, productivity, and a company's reputation. A proactive approach, based on proven policies and rigorous investigations, is essential to prevent and address these growing issues. By collaborating with third-party investigators, human resources departments demonstrate their commitment to creating a safe and respectful work environment for all. 

For more information about our consulting and investigation services, contact us.