Sexual Harassment Investigations

PROTECTING PEOPLE AND CULTURE

Incidents involving wrongful sexual behaviour made up the vast majority of Steve's investigations during his time with NZ Police. That experience developed a practical skill set for handling sensitive matters with care, particularly when working with victims and others directly affected by the conduct. 

This background is highly relevant to workplace investigations involving similar allegations, where a careful, fair, and trauma-informed approach is essential. Whether the concern involves a single incident or an ongoing pattern of behaviour, these matters call for a process that's careful, confidential, and fair to everyone involved. 

Why This Matters

Employers have a legal responsibility to properly investigate any complaint of this nature. Getting it wrong - or not investigating at all - can leave staff unprotected and expose the business to real risk. Getting it right protects everyone: the person who raised the concern, the person it concerns, and the organisation itself. 

Why Choose an Independent Investigator 

Running this kind of investigation internally can be difficult. The people involved often work closely together, and an internal investigator may find it hard to stay neutral or may not have the specific interviewing experience these cases demand. An external, independent investigator removes that pressure and brings a process that's genuinely impartial - which is often exactly what employment lawyers look for when referring a matter to Karapiti. 

How the Investigation Process Works 

Steve brings specialist interview training from his time with the NZ Police, along with international certification through the Association of Workplace Investigators (AWI-CH). Every investigation follows a clear process: understanding the complaint, interviewing those involved and any witnesses, weighing up the evidence gathered, and providing a thorough, well-reasoned report. Karapiti's role is to establish the facts - not to decide what action the employer should take. 

Senior Experience, Without the Big-Firm Overheads 

Because Karapiti operates independently, without the corporate overheads of a large law firm, businesses get direct access to senior-level investigative experience at significantly lower rates. This ensures Karapiti is more financially accessible to SMEs wishing to engage an external investigator. 

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Frequently Asked Questions 

  • It can take many forms - spoken, written, visual, or physical - and doesn't need to be repeated to be serious. If in doubt, it's worth getting an independent view rather than assuming a complaint doesn't warrant a proper look. 

  • Employers are expected to take complaints seriously and look into them properly, even if the person affected hasn't raised a formal grievance. A consistent, documented process protects the business as much as it protects staff. 

  • Some organisations do, and that can work for straightforward matters. But when the people involved are close colleagues, or the situation is sensitive or complex, an internal process can struggle to look and feel truly impartial. That's usually when Karapiti gets the call. 

  • A clear, thorough written report setting out what was found. The report doesn't recommend disciplinary action - that decision sits with the employer - but it gives them a solid, defensible basis to make it. 

  • Yes. Steve travels to conduct investigations for businesses right across the country.