Client Context
A 300-person Canadian software company faced an institutional crisis: four employees across different departments had filed formal harassment complaints against a senior director of product development. Allegations included inappropriate sexual comments, deliberate exclusion from meetings and projects, and intimidating behavior during team interactions. The respondent held authority over hiring and promotion decisions, creating a power differential that had suppressed reporting for 18 months.
The company's HR team lacked investigative expertise for this complexity, and an internal investigation risked being perceived as biased. How the company responded would signal whether conduct standards applied equally regardless of seniority.
What We Did
— Issued document preservation notice securing all email, calendar, and communication records; reviewed 200+ threads for corroboration
— Conducted 4 detailed complainant intake interviews establishing 11 specific incidents across 18 months
— Interviewed 15 witnesses across three categories (direct, contextual, corroborating) using consistent structured protocols
— Provided respondent with detailed allegations and 10 business days to prepare a formal response with legal counsel present
— Conducted corroboration testing: cross-referenced respondent's account against email evidence, calendar records, and witness testimony
— Applied rigorous credibility framework combining direct evidence, corroborating accounts, contemporaneous documentation, and pattern analysis
Outcomes
Findings: Four of five allegation categories substantiated — sexual harassment, intimidating behavior, and exclusionary conduct confirmed with clear pattern evidence. One category (promotion withholding) not substantiated.
Immediate action: Respondent terminated within two weeks of final report. Full remediation program launched on schedule.
Organizational impact at 12 months:
- Psychological safety: 34% → 68%
- Trust in management: 41% → 71%
- Confidence in reporting mechanisms: 28% → 66%
- 100% of managers completed harassment training within 60 days
- 3 of 4 complainants remained with the company; zero left due to unresolved concerns
"The 1205 team brought structure and credibility to an investigation that could have been compromised by internal bias. Their procedural rigor gave us confidence that findings would hold up legally and culturally. Most importantly, they helped us restore integrity to our workplace." — General Counsel, Technology Company