Navigating Workplace Investigations.
The Value of an Outside Investigator: Bringing Fairness and Process to Workplace Investigations
Workplace investigations — whether for harassment, discrimination, or misconduct — are often complex and uncomfortable. For employers, it’s about managing risks and maintaining fairness. For employees, it’s about navigating sensitive situations with uncertainty and trust. This is where an outside investigator can offer real value—not only by providing impartiality and expertise but by bringing humanity to the process.
The Value of Objectivity
One of the most important reasons to hire an external investigator is to ensure neutrality. Internal HR often knows the employees involved, making it difficult to remain completely impartial. Office politics or existing relationships can influence how an investigation unfolds, even unintentionally. As an outside investigator, I come with no personal ties to anyone involved. I assess the situation with a clean slate, which is essential for fair and unbiased conclusions.
Objectivity also protects the company from legal risks. A neutral, well-documented investigation holds up better under legal scrutiny, ensuring that decisions are based on facts rather than internal dynamics.
My Approach: Balancing Fairness with Humanity
Investigations aren’t just about following legal protocols—they involve people, emotions, and concerns. My approach as an investigator is not only to focus on gathering facts but also to ensure that everyone involved feels heard and respected. Whether it’s the complainant, the accused, or witnesses, I take the time to listen carefully and consider all perspectives without judgment.
Creating a safe, respectful space for interviews is essential to getting honest participation. Employees are more willing to open up when they trust that the investigator is neutral and empathetic. This doesn’t mean compromising on the thoroughness of the investigation—it means handling the process in a way that acknowledges the human aspect of workplace conflicts.
Efficient, Professional and Confidential
Workplace investigations are time-consuming for internal HR teams. As an external investigator, I manage the entire process from start to finish, ensuring that it’s handled efficiently, thoroughly, and with the highest level of confidentiality. This reduces the stress on both HR staff and the organization as a whole, allowing the company to focus on day-to-day operations.
Why External Investigators Make a Difference
Bringing in an external investigator not only ensures a neutral, expert approach but also signals to employees that the process is fair and impartial. This helps foster trust in the investigation and reduces concerns about bias or retaliation.
For the employer, an external investigator ensures that the process is legally compliant, well-documented, and more likely to withstand scrutiny if the situation escalates. Ultimately, it creates a clearer path toward resolving issues and restoring workplace morale.
A Balanced Process for Positive Outcomes
Workplace investigations, when done correctly, offer more than just a resolution to a complaint—they provide an opportunity for the organization to improve its culture and address deeper issues. My goal is to conduct investigations that not only meet legal and ethical standards but also bring fairness and respect to a challenging process.
By balancing thoroughness with empathy, I aim to create outcomes that everyone involved can trust, allowing the organization to move forward with confidence.
Marielle Gallagher is a licensed Private Investigator with the State of Oregon (PI-ID: 123007). In Oregon only licensed Private Investigators and attorneys are able to conduct third-party workplace investigations for employers.
