Post by Allison J Ballard PhD

It’s always important to look behind so-called ‘neutral assessments’ and ‘independent’ organisational reports, including by asking who commissioned who to ask what, of whom, and why (and at what cost, including to workers)? Unfortunately, complaints and ‘investigative’ reports into alleged wrongdoing by workers can be weaponised by other workers through upwards bullying including by false complaints, etc, and by HR or People & Culture, however named, and commissioned by the organisation with predetermined outcomes. The harm done is often immeasurable but who holds the commissioning malefeasors to account? To those working in this space, ‘Under Investigation: Transforming Disciplinary Practice in the Workplace’ by Andrew Cooper and Adrian Neal may offer some better practice guidance on causing less harm.