The importance of a deft hand with communications and investigations to avoid a workplace crisis.

1. The Importance of a Deft Hand with Communications and
Investigations to Avoid A Workplace Crisis
From Workplace Allegations
to Workplace Investigations:

2. As leaders, you know that
everyone deserves to work in
a respectful workplace.
We understand that there are
many variables that go into
consistently delivering on
that promise.
We can help ensure you are
doing everything possible to
create a workplace free of
harassment and
discrimination.

3. ● Harassment
● Discrimination
● Sexual Harassment
● Workplace Misconduct
● Workplace Violence
Crises in the Workplace are Increasing...
Which one of these
would have the most
negative impact on
your company if
they occurred?
Risk = High
Risk Assessment for Harassment in an organization should always be
medium-high. Institutional knowledge of prior wrongdoing heightens the risk.

4. What Happens to Your Organization When a Crisis Occurs?
DIAGNOSIS VIGILANCE ACTION
CRISIS
PLAN
What is
KNOWN
Do Key
Personnel
Know and
Understand
Their Roles?
Formulate a
UNIQUE
Response
Consider
VICTIMOLOGY
ACCURACY
Is KEY
CONCERN
Does Not
Equate to
GUILT
Crises do not
have
Predictive
Patterns
Tidy Crisis

5. GOAL = Reduce Impact of Financial & Reputational Loss,
Restore/Increase Public Confidence, Protect Employees
Often crisis management is a reactive process. It is in this position that
costly mistakes happen.
For an organization to be successful with their crisis management, they must
have an action plan to protect the business as well as the employees.
PLAN PRACTICE

6. Sexual Harassment Related Crises
Corporations take action to avoid risks; not all risk areas are mitigable.
Be aware of potential crises so that the organization is prepared.
● Engage Supports for
Victims Early
● Actions Must = Intent
● Respect the Media and its
Power
● Safety of Employees = #1
Priority
● Be Strategic AND Tactical

7. Strategy = Crisis Plan Tactics = Actions
THE WHAT and the WHY
Crisis Team and employees should know their
roles and responsibilities, be able to engage
quickly, decisively, and with determination.
THE HOW
Actions need to follow strategy.
SAY what you will DO, and DO what you SAY.
Each Situation has Unique
TACTICAL CONSIDERATIONS and
SITUATIONAL FACTORS.
ANALYZE THESE to formulate a
response...
If there is no plan….
CREATE A PLAN

8. Tactical Considerations in Sexual Harassment Crises
DO:
● Prioritize employee safety
● Demonstrate concern
● Thank the disclosing party
● Commit to investigating
● Remain neutral
● Get ahead of the Narrative
● Encourage others to report
● Control / direct information sharing
● Expect the unexpected
● Anticipate Complications
● HONESTY CONSISTENCY SINCERITY
DO NOT:
● Criticize person/group alleging
wrongdoing, or cast doubt
● Deny wrongdoing (also don’t admit)
● LIE***
● Deflect blame away from Organization
(don’t accept blame either)
● Minimize the problem
● Allow statements known or suspected
to be fraudulent
● Crucify alleged wrongdoer
● Alienate or disrespect the Media

9. RESPONSE DELIVERY
I.D.E.A.L
I
D
E
A
L
SHOULD BE:
Immediate but not reactive
Decisive and situation specific
Earnest, informed, honest and neutral
Appropriate
Limited to factual information

10. CASE STUDY
Instagram page - Survivor Stories Regina
● Account created anonymously in response
to allegations made against a person (A
restaurant manager that created a
non-profit, mental health advocacy group
and worked with young children)
● Express purpose of sharing experiences
● The page grew to be a sharing spot for any
and all stories of sexual harassment,
assault, exploitation, etc.

11. Example #1
Corporations Involved:
Earl’s Restaurant (Canada & US chain)
UnderstandUs (Mental health advocacy group
working in school with school age children)
Who:
Jim Demeray - Manager, 2 Earl’s restaurant
locations in Regina, Saskatchewan, Founder
and Executive Director of UnderstandUs
Employees - Female, including underage
(>18yrs)
What:
Demeray was alleged via Social Media
(Instagram) to have repeatedly sexually
harassed, objectified, and behaved
inappropriately to female staff when he was in a
management position with Earl’s Restaurant
(2000-2016).
The recipients of this behaviour struggled to
reconcile Demeray’s growing influence among
school age children in his new role.

12. The Response
UnderstandUs
● Allowed Demeray to issue a statement
wherein he denied allegations raised in
Social Media;
● Demeray stated, “These allegations against
me are baseless and untrue”;
● Demeray added there had never been a
complaint made against him during his time
working with Earl’s;
● Board President of UnderstandUs declined
to comment.
Earl’s Restaurant Chain
● Denied knowledge, stating they were not
aware of the egregious conduct alleged,
and stated the actions were in violation of
the zero tolerance policy;
● Stated there was no record of harassment
occurring concerning Demeray.

13. What happened next...
Demeray’s denials caused more people to come forward, including
witnesses. Videos surfaced and were shared with the media, and the media
continued to investigate and uncover more and more shocking behaviour.
● Demeray resigned as ED of UnderstandUS
● Demeray had been listed as a ‘Future 40
under 40’ by the CBC
● Demeray resigned his position on the
Board of Directors of the Saskatchewan
Health Research Foundation (Innovation
Saskatchewan declined to comment)
● Earl’s policy of hiring attractive,
youthful people and requiring them to
dress provocatively was put under a
microscope and received attention.

14. Example #2
Corporations Involved:
John Howard Society - Non profit organization
dedicated to reform in criminal justice. Advocate
for a humane response to cause and
consequence of crime.
Who:
Unknown staff member
What:
Anonymous post made to the Survivor Stories
page (Instagram), alleged a staff member was
responsible for intimate partner violence, and
potentially inappropriate interactions with at risk
youth in their care.

15. The Response
● The Chief Executive Officer of JHSS provided a statement;
○ Demonstrates ownership, sincerity
● JHSS did not identify the staff member;
○ Protection of the accused person - nothing is proven
● JHSS thanked the person(s) who came forward and reported wrongdoing;
○ Demonstrates care response
● JHSS placed the staff member on leave pending investigation;
○ Proactive protection of staff and vulnerable persons
● A third party external investigator was hired to investigate the allegations;
○ Demonstrates transparency and commitment to truth

16. What happened next...
Absolutely Nothing.
● No further media attention
● Advocates and Victims did not feel
obligated to force action
● Media did not continue digging
● Presumably the events are still under
investigation…
Who Knows?

17. Questions?