Earlier this year, I hosted a thought-provoking webinar as part of HRCI’s Alchemizing HR series, which provides HR professionals with the latest insights and trends in the field. I was thrilled to be joined by Sejal Thakkar, Chief Culture Officer at Nobody Studios, as we delved into a critical issue facing HR professionals today: the unique challenges of remote workplace investigations. Together, we explored the complexities and hurdles that come with conducting investigations in a world where remote work has become the norm. 

The Shift to Remote Work 

Our discussion began by acknowledging the seismic shift to remote work and its profound impact on workplace investigations. We highlighted the traditional reliance on face-to-face interactions and the challenges of reading non-verbal cues, assessing credibility, and building rapport in a remote environment. This move has made uncovering the truth more challenging than ever, underscoring the urgency of our topic and the need for action. 

Technological Limitations 

Sejal also highlighted the technological limitations that many HR professionals face. While tools like video conferencing platforms have become invaluable, they aren't without their flaws. Technical glitches, poor internet connections, and even the impersonal nature of digital communication can create barriers to effective investigations. 

Cultural and Geographical Differences 

Another significant aspect we covered was the impact of cultural and geographical differences. With teams increasingly working across various time zones and cultural backgrounds, the nuances of communication can sometimes lead to misunderstandings or even unintentional bias during investigations. Sejal emphasized the importance of being culturally aware and sensitive to these differences when conducting remote investigations. This ensures fairness and equity, highlighting the need for sensitivity and understanding in our work. 

Trauma-Informed Investigative Techniques 

One of the most insightful parts of our conversation centered on the importance of trauma-informed investigative techniques. We discussed how HR professionals must be sensitive to the fact that individuals involved in investigations, whether complainants, witnesses, or even the accused, may have experienced trauma. Sejal pointed out that using a trauma-informed approach—where the investigator prioritizes empathy, safety, and support—can help build trust and facilitate more effective communication. This approach is not just a suggestion, but a necessity in gathering more accurate information and ensuring that all parties feel heard and respected. 

Managing a Remote Investigation 

To bring these challenges to life, we discussed a hypothetical scenario where an HR professional at a mid-sized software development company receives an anonymous tip about a potential leak of sensitive documents. The suspect, John, a senior developer with access to these documents, poses a tricky situation due to the lack of direct evidence and the remote nature of his work. This scenario sparked a conversation with our audience about best practices in handling investigations, including ensuring confidentiality, using technology effectively to gather evidence, and maintaining an unbiased approach throughout the investigation. 

Importance of Fairness and Transparency 

Throughout our discussion, one theme remained clear: the importance of maintaining fairness and transparency in remote investigations. These principles are vital and the bedrock of building trust within the organization. By ensuring that remote investigations are handled with the same level of rigor and integrity as in-person ones, we can address issues early, prevent escalation, and foster a culture of trust and accountability. 

Continue Exploring to Adapt and Learn 

This webinar was just the beginning of an ongoing conversation about the future of workplace investigations in a remote setting. I strongly encourage all HR professionals to stay informed, share their experiences, and most importantly, continue exploring ways to adapt our practices to this new world of work. The field of HR is dynamic, and our ability to adapt and learn is what will set us apart. 

Thank you to Sejal and everyone who participated in this valuable and insightful discussion.  

Clarissa A. Peterson, SPHR, GPHR, LPEC, is the President and CEO of Ohana HR, LLC, specializing in leadership development and cultural transformation for both for-profit and nonprofit organizations. Formerly a Chief Human Resources and Chief Ethics Officer, she brings extensive global executive HR experience across various industries. Co-author of several books, including  "Alchemizing HR: Your Formula for the New Era" (2024), she is a past HRCI board chair and hosts the popular HRCI webinar series, "Alchemizing HR: Navigating What's Next." She serves on several boards, including Dinte Executive Search.