Sometimes we can speed up culture change in an organisation, not through skilled consultancy, learning and development, but by taking proper advantage of an investigation into a complaint about someone’s behaviour.

Of course investigations into grievances and complaints are conducted impartially and confidentially. Employees are asked not to discuss the case until it is concluded. However, when the investigation is concluded some of the action may be visible and can send a clear message to the whole organisation – one way or another.

If the investigator is not thorough, or is not tight in the way evidence is handled, or the report is equivocal or unsafe for any reason, then management will be more cautious in the action it takes.

I always ask Board members of any organisation where we are introducing or refreshing policies on dignity, equality, diversity, harassment, bullying… – and so on… – if they really mean it. Would they actually be brave enough to take appropriate action if a complaint of unacceptable behaviour was ‘upheld’, especially if they knew the person being complained about, and he/she had a blameless record up to now? Most say ‘of course they would’ and they mean it at the time. So why are they typically so tentative when the time comes? Prof Charlotte Rayner of Portsmouth University says she is disappointed with Board members for a number of reasons. She might choose to comment on this.

In one situation I know of, a senior and well-respected Board member had a complaint against him upheld - of inappropriately touching an 18 year-old female new to her first job. Had it not been thoroughly and very carefully investigated it would have been impossible to take action. In the event, the Board made the decision to dismiss their colleague. The details of the case were not publicised, but the Board’s swift action sent a clear message to all employees that everyone’s behaviour matters.

In this coming year of giving mediation a higher profile, let’s not forget the power of a well-conducted investigation to change the way things are.