Accommodating Employees with Disabilities During Investigations White Paper

By Kenneth McCarthy and Katherine Snow, Integrity by McCarthy Inc.
With insights from Bryce Desrochers

Workplace investigation teams are typically aware and cognizant of diversity, equity, and inclusion (“DEI”) considerations. But how often do we see investigation or review policies or processes overtly state the DEI considerations that an investigation team should apply when dealing with the individuals who will help them solve the investigation puzzle? The policies and processes don’t need to—it’s all there in the employer’s foundational articles after all. Or maybe there is another way to look at this.

This paper serves to help investigation teams get into the mindset of actively considering how DEI plays into their investigation processes and practices. It looks at one DEI component— employees with disabilities. It serves to help investigation teams go beyond the obvious—a person using a wheelchair or a cane must require something—to factoring in how not-so-obvious DEI considerations can help them and the person they are interviewing or investigating produce an investigative result that will make a difference for the employer and the people involved in the process.