Workplace Reviews and Audits

In most jurisdictions, occupational health and safety law requires workplaces to take all reasonable precautions to protect workers from the hazards of discrimination, harassment and violence.

This can mean that employers must have policies in place, must train workers and must investigate when complaints arise.

However, research has repeatedly shown that workers often do not come forward with complaints. In our investigation experience, HR Proactive has also seen many cases where issues festered for years, unaddressed or unknown to management. In the end, the impact of these cases on worker satisfaction and efficiency is greater.

Workplace reviews or audits are preventative. Like an annual checkup in your doctor’s office, they are meant to identify and address issues at their earliest point and head off more serious complications.

Reviews and audits involve similar processes including that no individual complainant has come forward. Reviews are more general and open-ended, while audits are informed by workplace history, for example, anonymous concerns or high worker turnover, and therefore focus the audit in a specific direction.

Team meetings to air concerns and anonymous surveys have their place. However, confidential individual interviews in a review or audit by an experienced and objective third-party like HR Proactive is more effective at revealing underlying problems.

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