Trauma-informed practice recognizes that workplace conflict, harassment and investigations themselves can cause real distress and harm, and that distress can affect how people recall and describe events.
We take a trauma-informed approach to investigations aligned with procedural fairness to support fair, unbiased, empathetic (to all parties), and psychologically safe investigations for all parties.
Rachel Maxcy is an independent workplace investigator based in Vancouver, British Columbia. We conduct investigations for organizations in British Columbia, Alberta and Ontario, and for remote workplaces.
This page explains what a trauma-informed approach means in a workplace investigation, what it looks like in practice, and what it does not change. For each stage of the process, see how a workplace investigation works.
A trauma-informed approach does not assume that anyone involved has experienced trauma, and it does not ask anyone to disclose it. It recognizes that being part of a complaint, as the person who raised it, the person responding to it, or a witness, is stressful, and that stress can affect memory, concentration and how a person tells their account. The process is planned with that in mind so that each person can give their best evidence.
Our approach is based on the six guiding principles of a trauma-informed approach set out by the US Substance Abuse and Mental Health Services Administration in SAMHSA's Concept of Trauma and Guidance for a Trauma-Informed Approach (2014).
British Columbia's trauma-informed practice guidance takes a similar approach. See the province's Trauma-Informed Practice resources.
In an investigation, it shapes how we plan and conduct the process. We explain each step at the start, set clear expectations about timing and confidentiality, schedule interviews with breaks, and offer every party a support person. We also limit how many times anyone has to repeat their account.
Before an interview, each participant is told what the interview is about, roughly how long it will take, who will attend and how their information will be used. Each participant is also asked whether they need any accommodation to take part. No diagnosis is required. See how interviews are adapted for disability, mental health and neurodiversity.
During an interview, questions are asked one at a time, in plain language, with time to answer. A participant can ask for a break at any point.
These practices uphold procedural fairness, ensuring a fair, fact-based outcome while minimizing harm and preserving the dignity of all parties.
Yes. The same practices apply to every person we interview, whether they are a complainant, a respondent or a witness. A respondent facing an allegation is often as strained as the person who raised it.
Trauma-informed practice does not change the standard of proof or how evidence is weighed. A gap in memory or an account told out of order is not treated as a sign of dishonesty, and it is not treated as proof of anything either. Findings rest on the evidence and facts, assessed against the relevant regulatory frameworks, on the balance of probabilities (F.H. v. McDougall).
Every party is still told the substance of the allegations and given a full opportunity to respond. Relevant questions are still asked. The approach changes how the process is carried out, not what the process has to establish.
Remote interviews follow the same practices. Interviews are held by secure video call. Each participant chooses a private space where they will not be overheard, can turn off self-view, and can ask for a break at any time. Documents are shared ahead of time rather than on screen.
Read more about remote workplace investigations.
Rachel Maxcy holds the Trauma Informed Practice Micro-Credential from Coast Mountain College (2024). See Credentials and training.
To discuss a complaint or find out whether an investigation is needed, book a confidential call.