In this session we explore the different paths organisations can design for issues resolution. Whilst formal investigations are the most appropriate avenue for resolution in some circumstances, often people who are experiencing harassment, bullying or inappropriate behaviour at work may want their employer to know what is happening and provide some support for getting the behaviour to stop without it escalating to a formal investigation. Providing choice in regard to how an issue can be resolved is a key way to ensure a person-centred, trauma informed, safe and fair resolution process. A copy of the slides is available to download.…