As workplace investigators, one of the most crucial aspects of conducting a thorough and fair investigation is assessing the credibility of witnesses. Witness testimony often forms the foundation of workplace investigations, providing critical information that informs the outcome of the investigation. However, assessing credibility can be challenging, as witnesses may have different perspectives, biases, and motivations that can impact the reliability and accuracy of their testimony. In this blog post, I explore the challenges of assessing credibility, things to look out for, and strategies to prevent bias in the process.

Challenges in Assessing Credibility

Assessing credibility can be complex, as witnesses may have differing recollections of events, may be influenced by emotions or personal biases, or may have concerns about retaliation or other consequences. Some of the challenges in assessing credibility in workplace investigations include:

1. Subjectivity: Credibility assessments are subjective by nature, as they rely on the perceptions and judgment of the investigator. Bias, either conscious or unconscious, can impact the investigator's assessment of credibility.

2. Conflicting Testimony: Witnesses may provide conflicting accounts of the same event, leaving the investigator to determine which version is more credible. This can be particularly challenging when there are no other corroborating evidence.

3. Emotional Factors: Witnesses may be emotionally impacted by the situation being investigated, leading to biased or inconsistent testimony. Emotions such as fear, anger, or stress can influence a witness's ability to recall events accurately.

4. Motivations and Biases: Witnesses may have motivations or biases that can impact their credibility, such as personal or professional relationships with the parties involved, potential gain or loss from the outcome of the investigation, or preconceived notions about the issue being investigated.

Things to Look Out For

To effectively assess the credibility of witnesses in workplace investigations, investigators should be mindful of certain factors and consider the following:

1. Consistency: Assess whether the witness's testimony is consistent with other evidence and statements gathered during the investigation. Inconsistencies or contradictions may indicate credibility concerns.

2. Reliability: Consider the reliability of the witness's testimony, including their ability to recall events accurately, their level of involvement or proximity to the incident, and their potential biases or motivations.

3. Demeanor: Pay attention to the witness's demeanor during interviews, such as their level of composure, tone of voice, and body language. Non-verbal cues can provide insights into the witness's credibility. However, it is essential to be culturally sensitive and recognize that non-verbal cues may be influenced by various factors, such as cultural norms or past trauma. For example, some cultures may value reserved or stoic behavior, while others may encourage more expressive or emotional responses. Furthermore, trauma can significantly impact a witness's demeanor and non-verbal cues. Individuals who have experienced traumatic events may exhibit behaviors such as avoidance, agitation, or dissociation, which can affect their demeanor during an investigation. It is important to approach witnesses with sensitivity and empathy, recognizing that their demeanor may not necessarily align with societal expectations or norms.

4. Corroborating Evidence: Look for corroborating evidence, such as documents, emails, or other witnesses, that support or contradict the witness's testimony. Corroborating evidence can strengthen or weaken the credibility of a witness.

Bias Prevention Strategies

Bias in credibility assessments can undermine the integrity of a workplace investigation. To prevent bias and ensure a fair and impartial assessment of witness credibility, investigators should consider the following strategies:

1. Awareness of Bias: Be aware of your own biases and potential preconceived notions. Take steps to manage and mitigate bias by consciously examining your own assumptions, beliefs, and emotions during the investigation process.

2. Objective Criteria: Use objective criteria to assess credibility, such as consistency, reliability, and corroborating evidence. Rely on facts and evidence rather than personal opinions or assumptions.

3. Multiple Perspectives: Seek multiple perspectives and gather evidence from a variety of sources to ensure a comprehensive and balanced assessment of credibility. Avoid relying solely on one witness's testimony.

4. Documented Analysis: Document your analysis and reasoning for assessing credibility to demonstrate transparency and accountability. This can serve as a reference point and provide a clear rationale for your findings.

In conclusion, assessing credibility of witnesses in workplace investigations is a critical task that requires careful consideration and objective analysis. It is not without challenges, as subjectivity, conflicting testimony, emotional factors, and biases can impact the process. However, by being mindful of these challenges and implementing strategies to prevent bias, workplace investigators can ensure a fair and impartial assessment of witness credibility.

If you found this post helpful, do me a favor and share it with your colleagues. For more investigation tips straight to your inbox sign up for the Newsletter.