Aproaching Sexual Harassment Investigations with A Trauma Informed Lens (Part 2)

In the first part of this blog series, we examined what trauma means and why it matters in conducting sexual harassment investigations.   To build on this, we will now explore some practical strategies HR and business leaders can apply to approach investigations in a more trauma informed way. 

Practical Trauma-Informed Strategies for HR investigators

Key principles include:

• Psychological Safety – Ensuring the interview process itself doesn’t re-traumatize the individual.
• Transparency – Clearly explaining what will happen, when, and why.
• Empowerment – Respecting each person’s choices and agency.
• Nonjudgment – Avoiding assumptions about how “real victims” behave.

1. Create a safe, predictable process

Before any interview, explain:

• What the process entails
• Who will be informed and why
• What support is available

This level of transparency allows the participant to feel more in control, builds trust and reduces anxiety to encourage a sense of safety to open up.

2. Choose Language Thoughtfully

Avoid framing questions in an accusatory tone:

• “Why didn’t you report this sooner?”
• “Why did you stay in contact with them?”

Use instead:

• “Can you help me understand what made it hard to come forward earlier?”
• “What kind of support would help you feel safe during this process?”

Neutral, open-ended questions reduce defensiveness and create space for honest answers.

3. Be Flexible with Interview Conditions

Offer choices: time of day, interviewer gender (if possible), or breaks during emotionally intense moments. Trauma-informed flexibility doesn’t hinder objectivity—it promotes clearer communication.

4. Avoid Rushing to Judgment

Emotional responses, flat affect, or inconsistent details should not be automatically interpreted as dishonesty. Trauma reactions vary widely. Take time to contextualize behaviors with the help of trauma experts if necessary.

5. Being Culturally Sensitive

In Canada’s diverse workplaces, trauma may intersect with experiences of racism and xenophobia.  Indigenous, racialized, and LGBTQ2+ individuals may face compounded barriers to disclosure. Trauma-informed practice requires cultural humility and a commitment to anti-oppressive frameworks.

6. Provide Support Without Pressure

Even though HR professionals are not therapists, you can provide access to mental health resources, EAP services, and advocacy support. Share them early in the process—not just after the investigation concludes.

Offer access to:

• Support person in the interview
• Employee Assistance Programs (EAPs)
• Community-based support organizations
• Mental health resources

Ensure employees know they are not required to engage with them—but that help is available.

7. Support All Parties Without Bias

Being trauma-informed doesn’t mean automatically believing one party over another. It means handling everyone with care and avoiding re-traumatization, while maintaining fairness and neutrality in fact-finding.

Final Thoughts

Being trauma-informed doesn’t mean sacrificing investigative rigor. It means conducting investigations in a way that is respectful, ethical, and more aligned with how trauma actually works.

You don’t have to be a therapist—but you do have to be aware.