Tell us about a time when you had to investigate a case involving potential discrimination or harassment. How did you approach it?

In my previous role as an HR Assistant, I had to investigate a case involving potential discrimination. A female employee filed a complaint against her supervisor, alleging gender-based discrimination and harassment. I approached the investigation by first meeting with the employee to gather all the details and understand the situation better. I then conducted interviews with other colleagues who had interacted with the supervisor and the employee. Additionally, I reviewed relevant documents such as emails, performance evaluations, and any previous complaints. The investigation process required me to maintain confidentiality and integrity, ensuring a fair and thorough investigation. After gathering all the necessary information, I presented my findings to the HR team and recommended appropriate actions. The case was resolved through mediation and sensitivity training for the supervisor. This experience allowed me to enhance my problem-solving and conflict resolution skills while upholding discretion and ethics.

In my previous role as an HR Assistant, I had the opportunity to investigate a case involving potential discrimination and harassment. One particular case involved an employee who reported racial discrimination by their co-worker. To approach the investigation, I followed a systematic process. First, I scheduled separate interviews with both the complainant and the accused employee to gather their perspectives and understand the details of the incident. I maintained a neutral and unbiased stance throughout the interviews, allowing each party to share their side of the story. Additionally, I reviewed relevant documentation such as email exchanges, performance evaluations, and previous incidents involving the individuals in question. This step helped me identify any patterns or previous complaints. To ensure a fair and thorough investigation, I maintained strict confidentiality throughout the entire process. I also engaged in active listening during interviews, asking open-ended questions to gather as much information as possible. Once all the information was collected, I analyzed the evidence, identified any discrepancies, and drew conclusions based on the facts. I presented my findings in a detailed report, including a summary of the allegations, the evidence gathered, and a conclusion supported by the facts. This report was shared with the HR team and relevant stakeholders for further action. The case was ultimately resolved through a combination of training on workplace diversity and sensitivity, coupled with disciplinary action for the accused employee. By applying my investigative and critical-thinking skills, along with maintaining discretion and ethics, I successfully resolved the case while upholding the principles of fairness and integrity.

During my time as an HR Assistant, I encountered a complex case involving potential discrimination and harassment. A transgender employee filed a complaint alleging discriminatory treatment by their supervisor and colleagues. To approach this sensitive investigation, I employed a multifaceted strategy. First, I ensured that the employee felt safe and supported by assigning them a trusted HR representative as their point of contact throughout the process. I conducted individual interviews with the complainant, gathering their personal experiences and emotions surrounding the alleged incidents. I also implemented a holistic approach by interviewing other team members who had witnessed or had knowledge of the situation. To maintain confidentiality and objectivity, I conducted these interviews in a private and secure environment, ensuring that all voices were heard, while adhering to ethical guidelines. Furthermore, I inspected relevant documentation, such as performance evaluations, email correspondences, and previous incidents, to identify any discriminatory patterns or discrepancies. The investigation led me to discover a lack of diversity and inclusion training within the organization, which I promptly addressed by collaborating with the HR team to develop a comprehensive training program. In addition to resolving the immediate case, this proactive measure aimed to create a more inclusive work environment for all employees. The case was ultimately resolved through disciplinary action against the supervisor, accompanied by mandatory diversity training for the entire team. By approaching this investigation with empathy, critical thinking, and a commitment to fairness, I not only resolved the case but also implemented systemic changes to prevent similar instances of discrimination.