SERVICES
WORKPLACE SEXUAL VIOLENCE AND HARASSMENT CASES
Sullivan Investigative Insights offers impartial, thorough investigations into allegations of misconduct, including sexual harassment, bullying and workplace violence, always through a trauma-informed lens. We aim to uncover facts, assess credibility, and deliver objective, well-reasoned reports, ensuring a fair and respectful process for all parties. In addressing these sensitive issues in a timely manner and with clarity, we ensure your organization maintains trust and fosters a safe, productive work environment while minimizing legal and reputational risks.
TYPES OF COMPLAINTS
Complaints arise when an individual’s safety, well-being, and ability to work is compromised by the discomfort caused by workplace misconduct. We have investigated all forms of harassment including:
Verbal Harrassment
Unwanted comments, jokes, or sexual innuendos
Psychological or Emotional Abuse
Bullying, intimidation, manipulation and humiliation
Physical Harassment
Uninvited touching, groping and aggressive physical behaviour
Cyber/Online Harassment
Spreading rumours, sending threatening messages or targeting individuals online
Stalking
Repeated, unwanted attention, monitoring or following
Visual Harassment
Displaying objectifying sexual images, gestures, or suggestive looks
Racial/Ethnic Harassment
Negative remarks and slurs based on race or ethnic origin
Quid Pro Quo Harassment
Tying workplace advancement to sexual favours
Gender Based Harassment
Including exclusion, stereotyping and belittling comments
Third-Party Harassment
By clients or contractors on staff members
OUR APPROACH
Trauma-informed
We create a safe, respectful process that recognizes the emotional impacts on those involved. This avoids retraumatization and supports candid, meaningful participation from all parties.
Impartial and Objective
We emphasize fairness, neutrality, and transparency up front. By giving both complainant and respondent equal opportunity to share their perspective, we instill confidence in the impartiality of our work.
Timely and Efficient
Experience ensures our investigations are conducted promptly without sacrificing quality. Delays can cause further harm and organizational disruption. We strive for timely conclusions that restore confidence and reduce workplace tension.
Fact-driven
Our investigations rely on facts, credibility assessments, and relevant documents leading to conclusions that are grounded in objective analysis rather than assumptions, emotions, or external pressures.
Legally Defensible
Informed by years of courtroom experience, our investigations follow established legal standards, policies, and procedures, ensuring the documentation, neutrality, and consistency are provided to withstand external review.
Discreet
Ensuring confidentiality and discretion is understood from the beginning encourages participation and builds trust, while balancing legal obligations and the need for a thorough, credible investigation.
SERVICE INQUIRIES & CONSULTATIONS
A transparent, well-handled process is your key to preventing future harm and maintaining the culture of trust and accountability that attracts and retains talented employees.
Our confidential consultations can provide clarity and guidance on the best approach to address specific workplace harassment or sexual violence concerns. There’s no obligation—just a safe space to understand your options. Schedule a conversation today to take control of next steps toward a safer, more inclusive and productive workplace.
QUESTIONS? WE CAN HELP
FREQUENTLY ASKED QUESTIONS
What types of workplace complaints do you investigate?
We investigate a wide range of workplace harassment and misconduct issues, including sexual harassment, workplace violence, and emotional abuse. Specific examples include verbal, physical, psychological, and visual harassment, stalking, racial or ethnic harassment, quid pro quo scenarios, gender-based harassment, and harassment from third parties such as clients or contractors.
How do you ensure your investigations are fair and unbiased?
Fairness and neutrality are at the core of our process. We give both the complainant and respondent equal opportunity to share their perspectives, rely on fact-based assessments, and uphold transparency throughout. Our impartiality builds trust and ensures credible, balanced outcomes.
What does “trauma-informed” mean in the context of your investigations?
A trauma-informed approach means we recognize the emotional toll these experiences can have. We create safe, respectful spaces for participants, avoid re-traumatization, and use non-judgmental language to foster trust and honest participation. This approach supports emotional well-being and leads to more accurate, meaningful information.
Are your investigation findings legally defensible?
Yes. Our investigations are grounded in legal standards, policies, and procedures. With years of courtroom experience, we deliver consistent, well-documented reports that stand up to legal scrutiny, helping you navigate risk with confidence.
How long does a typical investigation take?
While every case is unique, we prioritize timely and efficient resolution. Our experience allows us to move swiftly without compromising thoroughness. We understand delays can cause further harm and disruption, so we focus on restoring workplace stability as soon as possible.
What can I expect in your final report?
Our reports are structured, objective, and evidence-based. They include a summary of findings, credibility assessments, relevant facts, and clear rationale for our conclusions. This helps internal teams make informed, fair decisions that align with legal and policy standards.
Do you handle third-party harassment, such as from clients or contractors?
Yes. We have experience investigating harassment involving third parties like clients, customers, and contractors. These situations can be especially complex, but we approach them with the same level of thoroughness, neutrality, and discretion.
