What is Remediation Training?

Often when we have an open investigation with workplace or sexual harassment, we don’t know quite what to do after we initiate the investigation. It is important to set the tone for restorative practices, also known as remediation practices.

Remediation practices are strategies, behaviors, or policies that will help the people impacted by the negative behaviors reported. It can be a new policy, training, professional development, or coaching. Remediation practices need to be implemented when you are running an investigation so that you can protect and assist all parties involved in the investigation. Today, we will focus on remediation coaching practices.

What is remediation coaching, and how can it help my organization? That is a great question, and we are here to help you explore that option. Remediation coaching is a one-on-one meeting with either the alleged victim or perpetrator. The process is to meet one-on-one with the individual and create a remediation action plan to help them address the behaviors and accusations or come to a resolution to feel safe in the workplace. When working with the alleged victim, we work on processing the incident, reviewing emotions and fears associated with returning to the workplace, the desired remediation plan, and strategies to return to work safely. For the alleged perpetrator, we work on addressing the wrongdoing, taking responsibility for the actions or inactions, discussing a remediation plan, and practicing new strategies, skills, and actions to ensure continued safe behaviors at work.

Typically, we work with the perpetrator to help them get back on track, but it is all about assessing the organization’s needs and desired outcome from the incident.

Most workplace and sexual harassment situations are complicated and convoluted, leaving people feeling hurt, disrespected, resentful, frustrated, or fearful. It is important to have the steps to reintegrate people into your organization so you can address the situation and reinforce the new behaviors you desire for a safe, respectful workplace.

To be clear, not all incidents are fireable offenses, and we often lack a good action plan to reintegrate the people involved in the investigation. It is about having a clear path to help all parties involved. At Peagram Consulting, we have a structured approach to incorporating remediation practices. For our coaching model, we often come in post-investigation and review the report. We meet with the leadership or HR Team and develop an action plan. We work with the leaders and HR to see what are the best possible outcomes and how we want to move forward to find resolve and closure. We go over the current policies and address any recommendations to tighten the policy or practices to prevent any reoccurrences. We review the current training program and discuss missed opportunities such as sensitivity training or follow-up in-person training.

We typically recommend at least four coaching sessions for the alleged victim or perpetrator. Sometimes, the alleged victim does not want to engage in one-on-one sessions with us, so we pivot and focus on the alleged perpetrator. It all depends on the situation and incident reported. We aim to re-establish a safe working environment and look through the lens of the investigator, leadership, and all parties involved. These situations are never simple, and often, the unprocessed emotions create more toxicity. It is important to discuss the emotions, behaviors, and biases that occurred so that the situation can be resolved and not reoccur or be dismissed. This is difficult because navigating the different dynamics takes a balance of emotional savvy and interpersonal skills.

Let’s walk through our sessions so you can visualize how we would approach remediation coaching.

In our session with the alleged perpetrator, we work on reparation and restorative strategies. Our sessions are 60-75 minutes, and we focus on reviewing the incident without judgment or blame. We want to better understand and address the situation from the lease of reparation. To do so, we need to listen and understand.

The first session is about understanding and building trust. Someone who has been accused of wrongful behavior might not admit or want to be responsible for their wrongdoing. Additionally, there might be a lot of resentment and anger due to the investigations. Those emotions show up at work; you can’t just leave them in your car or at home; they follow you into the workplace and transpire in your interactions with others. In sessions 2-3, we review what we can commit to change; we are looking to be accountable for the action that transpired and review intent versus impact. In session 4, we commit to the best practices and strategies we have previously discussed, and we implement a remediation plan with actionable items to help the individual understand how to move forward. The goal is to have clear goals and actionable items so that the individual knows what to do and how to address everyone involved. Sometimes, the leadership team will separate the individuals by changing the alleged victim to a new department or having them work remotely (if that is what the individual feels the most appropriate). Still, sometimes the individuals will need to interact, and we need a communication plan when that occurs so that it is a safe, respectable, and workable environment.

In our experience, often firing the alleged perpetrator does not fix the problem but simply puts a band-aid on the situation. It also does not provide help for people to change and grow. It is important that the consequences match the wrongful actions so we can see positive change and a lasting impact. We highly recommend using the coaching model as a remediation practice. Coaching gives a customized experience and also provides a clear plan to help the individuals and the organization address toxic behaviors with a solution-based approach.

To learn more about our services, book a consultation with us. We will assess your needs and determine the best action plan for your organization. Our consultant is Title IX certified, holds a DEI certificate from Cornell University and has a Ph.D. in Business Psychology. With 15 years of experience, she provides expertise and a compliant approach to addressing workplace and sexual harassment.

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