Workplace investigation teams are typically aware and cognizant of DEI considerations. But when getting ready to proceed with investigations and interviews related to issues such as harassment, misconduct, or fraud, is your team fully considering systemic discrimination, “invisible” disabilities, or accommodations for those with physical and mental diversity?
Under many jurisdictions, there are processes in place that allow for individuals to self-identify and request accommodations. But what if they haven’t self-identified, but still could benefit from an accommodation? How much better would your information gathering be if you made the process accessible for all? How much would you improve your procedural fairness?
This webinar, hosted by seasoned investigator and author Ken McCarthy, will explore:
-Invisible and lesser-known considerations for persons with disabilities
-Barriers differently abled employees face in reporting incidents, and how to encourage them to speak up
-Best practices in accommodating persons with disabilities during the investigations process, especially interviews
-Considering unique perspectives and experiences within your case assessment/reporting