Workplace health and climate
A respectful, healthy workplace, and a clear, neutral process when things go wrong.
Book a consultationEscalating conflict, a harassment complaint, falling engagement, rising absences: these situations are costly and expose the organization when handled poorly.
We act with neutrality and confidentiality, whether that means conducting an independent investigation, assessing a team’s climate or integrating psychosocial risks into your prevention approach.
Who it is for
- Employers who receive a psychological or sexual harassment complaint
- Leaders facing persistent tension within a team
- Organizations that must integrate psychosocial risks into their prevention program
Frequently asked questions
Why use an external consultant for a harassment investigation?
An investigation led by a neutral outside party protects both the people involved and the organization: it limits perceptions of bias and relies on a rigorous, documented process.
How does a psychological harassment investigation work?
We first define the mandate, then meet the complainant, the respondent and the witnesses. We analyze the facts against the legal definition of harassment and deliver a report with our findings.
Are psychosocial risks part of an employer’s obligations?
Yes. Québec’s modernized occupational health and safety regime requires psychosocial risks such as harassment, violence or work overload to be identified and controlled like any other risk.
What is a workplace climate assessment?
A confidential survey and interviews that show what is really happening in a team. It leads to a short, concrete action plan.
Further reading
Download our free OHS action plan kit
For workplaces of 19 workers or fewer: your obligations, a risk identification questionnaire and a ready-to-fill action plan template (in French).
Let’s talk about your situation.
A first one-hour exploratory meeting, free and confidential, by video conference with Raphaël Izzar, CRHA.