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En parcourant les nouvelles, je suis tombé sur un article d’opinion qui faisait état de récentes études ayant mesuré des changements de personnalité généralisés au lendemain de la COVID-19 . que certains traits de caractères essentiels aux relations interpersonnelles et au maintien de l’harmonie sociale sont en déclin depuis la pandémie : …
Many of you will be familiar with the term secondary traumatic stress – a form of stress that can occur when one person hears details of a trauma experienced by another person. While secondary traumatic stress is most often associated with healthcare providers, such as social workers, psychologists, and first responders, it can affect anyone exposed to trauma.
Over the past several years, high profile allegations, investigations, and findings of sexualized violence in sports have garnered significant media attention, both within Canada and around the world. As a workplace investigator who focuses on investigations and assessments in the education sector, these incidents have gotten me thinking about the intersection between secondary and post-secondary institutions, athletes, and misconduct.
La plainte est généralement l’acte originel de toute enquête en milieu de travail. Elle est autrement dit le signal d’alerte qui active une série de mécanismes depuis l’évaluation de son sérieux par l’employeur jusqu’à l’ultime décision sur la manière de l’adresser.
The complaint is typically the originating act of any workplace investigation. It is the “code red” that activates a series of mechanisms, from the assessment of its seriousness by the employer, to the ultimate decision on how to address it.
This is the second in a series of blog posts that I will be writing on data and investigations.
To recap, workplace investigations are also an invaluable source of data that organizations can use in a variety of ways – outside of the investigation process – to help their workplaces get into the zone – the optimal workplace that is characterized by respect, civility, tolerance, inclusivity, and no, or few, employment-related legal problems.
Alors que je faisais la queue à l’aéroport, pour passer au contrôle de sécurité, quelqu’un a bousculé la femme et l’enfant qui étaient derrière moi pour passer devant. Frappée par l’indécence (et l’audace) de cet acte irrespectueux, j’ai décidé de faire remarquer discrètement à l’individu en question ce qu’il venait de se passer. En réponse, non seulement a-t-il nié l’acte reproché, mais il a levé le ton et m’a dit de me mêler de mes affaires, sans se gêner de ponctuer le tout de grossièretés. Wow! De quoi élever le manque de respect initial à un tout autre niveau!
Writing about credibility is one of the most challenging aspects of workplace investigation reports. As someone who reviews a lot of reports, I find that investigators usually have a good sense of who is credible and who is not, but they can struggle to write about how they assessed credibility. This is especially true of newer investigators.
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