In today’s landscape, workplace complaints of discrimination are at an all-time high.

The reality is that bias and systemic inequities exist in the workplace and can impact the workplace investigation process. As more organizations focus on creating diverse and inclusive workplaces, conducting workplace investigations from an EDI perspective is becoming increasingly important. These investigations can ensure employees feel safe and respected in the workplace regardless of their race, gender, sexual orientation or other characteristics.

As such, workplace investigators should be prepared to investigate complaints with an equity, diversity and inclusion (EDI) lens. What does conducting an EDI-focused workplace investigation involve? Here are some key considerations:

1. Start with a clear understanding of the issues at hand. Before you begin any investigation, it's important to have a clear understanding of the issues that need to be addressed. This will involve conducting interviews with the complainant and any witnesses, reviewing relevant policies and procedures, and gathering any other relevant evidence.

2. Ensure that all parties feel heard and respected. One of the most important aspects of conducting an EDI-focused investigation is ensuring that all parties feel heard and respected throughout the process. This means creating a safe and supportive environment for all parties to share their experiences and perspectives, and taking steps to address any power imbalances that may exist.

3. Be aware of unconscious bias. Unconscious bias refers to attitudes or stereotypes that influence our understanding, actions, and decisions towards certain individuals or groups without our conscious awareness. Unconscious bias can impact all aspects of the investigation process, from who is selected for interviews to how evidence is evaluated. It's important to be aware of these biases and take steps to mitigate them, such as assigning investigators who have been trained to use EDI best practices in investigations and ensuring that all evidence is evaluated objectively.

4. Consider the broader organizational context. EDI-focused workplace investigations cannot be conducted in a vacuum. It's important to consider the broader organizational context, including any relevant policies and procedures, the organization's culture, and any past incidents or issues. This can help ensure that the investigation is conducted in a way that is consistent with the organization's overall goals and values.

5. Follow up with appropriate action. Once the investigation is complete, it's important to follow up with appropriate action. This might involve disciplining employees who engaged in inappropriate behavior, providing support and resources to those who were impacted by the behavior, and taking steps to prevent similar incidents from occurring in the future.

Conducting workplace investigations from an EDI perspective is not always easy, but it is essential for creating safe and inclusive workplaces. By following these key considerations and working to address any biases or power imbalances that may exist, organizations can ensure that all employees feel valued and respected in the workplace.