Investigations are serious business, but what happens after one concludes is just as important as the speak-up that promoted the investigation, and the investigation itself.
Jodie Fredericksen (VP of Data & Services, Ethisphere) and Eric Jorgenson (Director, Data & Services, Ethisphere) share post-investigation best practices that get help ensure equitable outcomes and support organizational justice, from address workplace retaliation, to discipline calibration, to when the time is right for root cause analysis.
2:21: Retaliation is a perpetual problem for companies. Year after year it rates as one of the top 3 reasons why employees are reluctant to “speak up”. Do you see the climate around retaliation as improving or getting worse? Are there outside factors that companies should be considering when addressing retaliation?
4:33: Discipline Calibration really sounds like something more suited for a Human Resources podcast and discussion, why are we talking about it from an Ethics & Compliance point of view?
9:12: Once an investigation is closed, should root cause analysis be conducted for all investigations? Or are there certain criteria that should trigger a root cause analysis process?
FULL EPISODES
How to Stop Retaliation Before It Startshttps://youtu.be/Q_N2xjKkLJM?si=Gyf4jh8TRYjGACIg
Calibrating Discipline in Investigationshttps://youtu.be/hq1izslHUuY?si=J81PU-TD_L-SPR2Y
When to Conduct Root Cause Analysishttps://youtu.be/785CAUPUERo?si=s8LEkko2z2-h7b4N
For a ton of free, in-depth reports, guidance documents, articles, videos, and more to help you reach ever-higher levels of excellence in ethics and compliance, visit the Ethisphere Resource Center, at www.ethisphere.com/resources
Chapters
(00:02:21) - Addressing retaliation(00:04:33) - Discipline calibration(00:09:12) - Root Cause Analysis

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