What's an Assessment?
Perceptions matter.
In an assessment, all staff and/or volunteers are provided the opportunity to sign up for a 90-minute 1:1 meeting with one of our assessors. Assessment participants are invited to share what they wish about their experiences of organizational culture, leadership, operations and governance. We usually ask about a variety of specific workplace issues using a semi-structured interview format. Which areas are explored depends on the impetus for the assessment; common topics include diversity and inclusion norms, retention challenges, communication flows, team dynamics, operational efficiency matters, and gossip and its impacts.
​
In assessments, understanding participants’ perceptions of their working relationships and conditions is often as important as determining objective facts, since perceptions are often key to participants’ conclusions about the health of their workplace. ​
​
Once interviews are completed, we synthesize the data collected according to common themes. We then prepare a written report for the employer summarizing the information gathered. The report is designed to share the data with as much specificity as possible without attributing specific statements, opinions or identifying facts to specific participants. This effort to maintain anonymity increases the likelihood that participants feel free to speak candidly during the interview without fear of retribution.
Assessment vs Investigation
~ What's the difference ?
The typical objective of an investigation is to determine whether an individual's (or group of individuals') conduct constitutes misconduct on a balance of probabilities. The scope of inquiry is confined to the specific allegations raised. A thorough and impartial investigation report can help establish that the Employer has met its legal obligations in subsequent adjudication.
​
Assessments, by contrast, have many potential uses, but are not generally relied on as evidence in a legal proceeding. An assessment's scope of inquiry is broad (i.e. - participants may speak to any topics they deem most important) and no findings of fact are made (i.e. - we are not ascertaining the "probable truth", but gathering anonymized data, including participants' perceptions and opinions). Assessments may uncover systemic issues, whereas investigations usually focus on complaints about individuals.
Assessments can help employers better understand workplace dynamics, organizational culture and expose "soft spots" in the organization's structure and operations. Central to an assessment report are its recommendations, which could include suggestions relating to policy development and implementation, tweaks to the organizational structure, operational improvements, team-building, leadership coaching, relational repair work, and/or education and training. ​​​​​​
Consider R&B when the issues are
complex or sensitive
Sometimes the "standard procedure" doesn't meet the needs of specific situations or individuals. ​
We enjoy working with employers to craft context-sensitive responses that honour both human dignity and the best interests of the organization.
Executive Leadership
& Governance
When allegations implicate senior leaders or cut across oversight & operations structures within the organization, additional considerations such as public relations and institutional credibility must be factored into the employer's response.
When the parties have intersecting identities, the analysis of harassment and discrimination must account for the compounding effects of intersectionality.
Alleged conflict and harms within and between members of equity-deserving groups is particularly tender and perilous terrain. Let us help you develop a culturally-competent response.