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Preventing Sexual Misconduct in the Workplace

When a customer reports that misconduct occurred in your workplace, how will you respond? Who will you call? How will you find out what really happened, and if the accused poses future risk?

Survivors of sexual misconduct and assault deserve to have their case addressed in a timely, fair, and impartial manner that allows all parties to be heard. This is no job for HR.

Workplace Investigation of Sexual Harassment

Investigations

Within 24 hours of receiving a code of conduct complaint, our Specialists begin scheduling and conducting telephonic interviews, using trauma-informed techniques. Redirect produces a Rapid Response Report that is suitable for legal or insurance purposes, in the event those actions occur.

Sexual Harassment Workplace Consulting

Consulting

Redirect works with organizations on the best ways to identify, interrupt, and respond to code of conduct violations.

Reporting Workplace Sexual Harassment

Audits & Reporting

Redirect works with companies in multiple fields to take stock of the current state of their practices and procedures regarding employee and customer safety.

Prevention Training Workplace Sexual Harassment

Training

Redirect helps companies train their employees and managers in a way that leads the whole organization to identify, interrupt, and respond to inappropriate behavior like sexual misconduct. 

Response and Prevention of Workplace Sexual Harassment

Prevention & Response

From workplace harassment to sexual assault allegations, Redirect helps companies build and maintain systems to prevent and respond to these situations. 

Our Solution: Rapid Response Sexual Misconduct Investigations

Scientific

The scope of an investigation should be driven by the behavioral requirements set forth in the code of conduct, or the referral question. Information should be gathered through multiple methods and guided by an understanding of trauma and offending behavior. The behavioral-based conclusion should consider logical alternative explanations and be the best fit—requiring the least inferential leap—to the available data.

Trauma-Informed

Our Specialists understand that the trauma that may result from incidents of sexual harassment, sexual assault, and other misconduct can manifest in a variety of ways. The interview questions and techniques employed should reflect this knowledge and create a respectful, empathic approach that results in an experience that is as comfortable as possible, given the circumstances, and that maximizes the chances of obtaining reliable and relevant information.

Objective

In cases of sexual harassment and other forms of misconduct, all people conducting the investigation should be free of personal and financial relationships that might constitute conflicts of interest and thus impair their judgment and impartiality.

Why Sexual Misconduct Training?

Some say a reckoning is coming. The #metoo movement is not slowing down and sexual misconduct allegations are rising. Claims of an unsafe or hostile workplace can lead to lawsuits, executive firings, employee protests, or walkouts. Aggrieved customers, through social media, can target companies that do not respond appropriately, threatening scandal or even the company’s viability.

However, we see this environment as an opportunity. Organizations that put the right systems in place can give employees the freedom to speak up, create a safe work environment, and earn the trust of their staff and customers.

Imagine your employees saying:

  • I love working here
  • I feel safe working here
  • I feel supported by my company
  • I can tell my story to someone who understands

Imagine your managers saying:

  • I have the confidence to handle crisis situations
  • I have a well-documented, behavior-based report to inform my decision-making
  • My team trusts me to be fair and impartial
  • I am working with a partner in this process I can trust

FAQs 

What kind of sexual misconduct cases do you investigate?

Sexual misconduct investigations are rooted in the code of conduct, so the types of misconduct are dependent on the standards set by your organization. Much of our investigation work centers on sexual assault, sexual harassment, and discriminatory behavior.

What industries do you serve?

  • Massage & Spa – We investigate incidents of alleged misconduct by massage therapists, aestheticians, and other professionals in the massage and spa setting. 
  • Restaurant & Hospitality – We investigate incidents of alleged misconduct, harassment, and other code of conduct violations in the restaurant, tavern, and hotel industries. 
  • In-Home Service Providers – We investigate incidents of alleged misconduct by in-home service providers, such as repair professionals, pet sitters, and senior care professionals. 
  • Rideshare Providers – We investigate incidents of alleged misconduct by rideshare drivers. 
  • Chiropractic – We investigate incidents of alleged misconduct by chiropractors and other chiropractic staff. 
  • Physicians & Healthcare – We investigate incidents of alleged misconduct by physicians, nurses, and other healthcare staff. 
  • Dental & Oral Care – We investigate incidents of alleged misconduct by dentists, dental assistants, and other oral care staff. 
  • Education – We investigate incidents of alleged misconduct in educational settings. 

Can you train our business managers or HR staff to conduct sexual misconduct investigations?

We do not train managers or HR staff to conduct sexual misconduct investigations. We believe it is best for the people conducting the investigation to be independent of the organization, and thus free of personal and financial relationships that might impair their impartiality or constitute conflicts of interest.

From Our Clients

“As a manager, no matter how hard you try, there is always a personal feeling involved when it’s your team that makes it impossible to stay unbiased.”

From Our Clients

“Everything went well. Redirect even provided a translator. I like the process being in someone else’s hands to help make the decision.”

From Our Clients

“If I get a complaint about someone who is billing 40 hours a week, am I really not going to think to myself, ‘I don’t want to lose this person?’ Probably not. And using Redirect, it is completely unbiased.”

Preventing sexual misconduct in the workplace requires a scientific, trauma-informed, and objective approach combined with the right plan.

What’s Your Plan?

Contact Us

If your organization is serious about addressing and preventing sexual misconduct, Redirect can help.