A municipal employee reported bullying and sexism by a supervisor.  An investigation started.  The investigator noticed a pattern of silence from the employee – missed calls, unanswered emails, and sick days, subtle signals of a deeper distress beginning to surface.  Yet, the employee expressed a clear desire to participate in the investigation.  How can the investigator structure interactions with all participants to ensure a process that is procedurally sound?‍

1. Interviewing with Integrity: Blending PEACE and Trauma-Informed Models in Workplace Investigations

In workplace investigations – especially those involving sensitive issues like harassment, sexual harassment, or discrimination – the way interviewers conduct interviews matters just as much as the facts we uncover.

Two models stand out for their ethical and effective approach: the PEACE model and Trauma-Informed interviewing.  When blended, they create a powerful framework that prioritizes both facts-seeking and psychological safety.  In contrast, traditional models like REID fall short in these contexts.

2. The PEACE Model: Structured and Ethical

Developed in the UK, the PEACE model is widely used in law enforcement and regulatory investigations. It stands for:

- Planning and Preparation

- Engage and Explain

- Account

- Closure

- Evaluation

This model emphasizes non-coercive, open-ended questioning and encourages interviewers to gather information rather than extract confessions. It’s particularly effective in workplace settings because it promotes fairness, transparency, and procedural integrity.

3. Trauma-Informed Interviewing: Safety and Empowerment

A Trauma-Informed approach recognizes that individuals may have experienced psychological harm and that the interview process itself can be re-traumatizing. Key principles include:

- Safety: Creating a calm, respectful environment

- Choice: Allowing the interviewee some control over the process

- Collaboration: Building trust and rapport

- Empowerment: Validating the interviewee’s experience

- Cultural Sensitivity: Being aware of identity and systemic factors

This model is especially important when interviewing individuals who may have experienced harassment, sexual harassment, discrimination, or violence in the workplace.

4. Why the REID Model Falls Short

The REID technique, originally designed for criminal interrogations, relies on accusatory tactics, psychological manipulation, and presumption of guilt. It’s been widely criticized for leading to false confessions and is inappropriate for workplace investigations, where the goal is to uncover facts – not secure admissions. Using REID can damage trust, retraumatize participants, and expose organizations to legal risk.

5. A Blended Approach: Best of Both Worlds

Combining PEACE with Trauma-Informed principles and leaving REID practices out of the design, results in a structured yet compassionate interview process.

As workplace investigations grow more complex and sensitive, our methods must evolve too. A blended PEACE and Trauma-Informed approach ensures that investigations are not only effective but also ethical.

Basically, it’s not just about getting the facts – it’s also about how we get them.

If you're navigating a complex workplace issue and need a fair, trauma-informed investigation process, contact Antonio F. Urdaneta, GP LL.M., MSc. Antonio is an Employment, Labour, and Human Rights Lawyer focused on conducting thorough, empathetic, neutral, and timely workplace, campus and institutional investigations in English, French, and Spanish, located in Canada with robust virtual and AI capabilities. You can contact him through this website or via his LinkedIn profile: https://www.linkedin.com/in/antonio-f-urdaneta-gp-ll-m-msc-92299a32/  

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