Conducting Discrimination Investigations

Why Should You Attend:

Conducting a sound discrimination investigation in the workplace with thoroughness and diligence can be a confusing and labor-intensive undertaking. Add to that the importance of conducting the investigation in a timely manner and you face a potentially daunting task that must be done in addition to your day-to-day responsibilities.

This course is designed to provide you with a step-by-step process for conducting a discrimination investigation in the workplace without becoming overwhelmed. You’ll learn ways to plan out your investigation, handle requests not to investigate, understand the importance of hearsay, and learn specific aspects of selecting the ideal investigator.

During this session, you’ll not only understand foundational concepts and details, but you’ll also prepare yourself and avoid potential missteps.

Areas Covered in the Webinar:

• Obligations for the employer to conduct workplace investigations
• 9 steps to conducting a thorough discrimination investigation in the workplace
• Common errors in responding to employee complaints and how to avoid them
• Key details for selecting the proper investigator for discrimination investigations in the workplace
• Related topics you must be aware of concerning workplace investigations
• Walk through a mini case study and how to put these key learnings into practice
• Resources for conducting workplace investigations

Who Will Benefit:

• Human resources professionals – all levels
• Business executives
• Department leaders
• Internal security
• Legal counsel – internal and external

Melveen Stevenson
CEO and Founder, M.S.Elemental, LLC

Melveen Stevenson is the CEO and founder of M.S.Elemental, LLC, a human resources advisory and training firm based in Missouri. As a certified HR professional with a background in accounting and finance, she helps companies to navigate the human resources “jungle” of compliance, human capital, and leadership challenges. In doing so, she empowers companies to strengthen their infrastructure from the inside out, specifically through leadership development, operations, training, employee engagement, and executive coaching.

Melveen speaks on key topics to empower companies with the latest research and best practices for increasing engagement, enhancing leadership presence, and optimizing diverse workforce groups.

Over the last 20 years, Melveen has held leadership positions in human resources operations, supply chain, and talent management at international companies in food manufacturing, medical devices, and consumer products.

Melveen is certified through the Society of Human Resource Management (SHRM-SCP) and the Human Resources Certification Institute (SPHR). She is also a faculty member at California State University-Dominguez Hills.

Topic Background:

Just listen or skim the news on any platform and you’ll become familiar with the fallout that can come from discrimination in the workplace. More concerning, however, is that even if incidents happen outside the workplace, discrimination can affect an employer’s reputation and financial results.

When an employee makes a discrimination complaint involving specific allegations, an investigation may be required. Protecting your company includes not only conducting sound discrimination investigations, but conducting them well. Conducting discrimination investigations default mostly to HR professionals, and for good reason. With their specialized job training as well as their superior interpersonal skills, it’s a logical choice.

However, it may be surprising to learn that HR professionals often conduct workplace investigations without a specific methodology or without specific training. With that in mind, this course is designed to provide HR practitioners of all levels with a step-by-step process for conducting discrimination investigations in the work environment that is sound and thorough.

The course also includes specific topics that frequently come up as part of an investigation such as requests to not investigate, complaints against higher-level employees, the value of hearsay, and common errors in responding to employee complaints.

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