Sensitive allegation. Defensible process.

Challenge:

A provincial health organization (44,000+ employees, unionized, 24/7 operations) received a harassment complaint involving a supervisor and an allegation tied to a prohibited ground, including concern that a promotion was withheld based on ethnicity. The matter required an independent, trusted process that could work within shift-based realities.

Intervention:

As part of an ongoing service arrangement, DCSM provided independent oversight of complaint intake and resolution procedures, including orientation with key parties on what harassment is (and is not), process steps, and resolution options. After screening, DCSM conducted a scoped investigation: interviews with the complainant, respondent, and witnesses; a redirect interview; and trauma-informed, “warmly neutral” interviewing with flexible scheduling. 

Impact:

DCSM delivered a confidential, defensible report with evidence summaries, findings of fact, and analysis based on employer policy – supporting clear decision-making while maintaining participation in a 24/7 service environment.