Internal investigations: what findings from our practice?

In 2024, Proetic’s team led by Sandra Laham conducted 7 internal investigations, based on the rigorous methodology from the CFE (Certified Fraud Examiner) certification. Whistleblowers, accused persons, witnesses… what findings can we draw from our investigation reports?

Key figures

100+ pages of investigation reports
50 individuals interviewed (whistleblowers, accused persons, witnesses)
2 international investigations
1 investigation conducted jointly with a CSSCT representative
1 investigation conducted jointly with an HR director

Key findings

• The investigation helps to objectively assess the behavior of a demanding but non-harassing manager. This allows them to better perceive the effect of their behavior or certain remarks and to adjust accordingly.
• Regardless of the severity of the facts, the approach and appropriate distance derived from a robust methodology are essential to reassure and build trust in the whistleblowing system. Thet us not forget that the person interviewed is neither a defendant nor an accused…
• HR-related issues continue to represent the vast majority of reports received by our clients. If employees know (and use) the whistleblowing systems for HR issues, why don’t they report more probity violations? Is it because there are objectively fewer? Or because they have less impact on employees’ daily lives whistleblowerss ? Or because they are less visible?

And as always…

• Internal information and communication about how the whistleblowing system must be strengthened to reassure employees about confidentiality and how the investigation proceeds.
•  The whistleblower must learn to respect the confidentiality of their report and the individuals they accuse, and not share their report widely within the organization …. This point is unfortunately still too often violated and destroys the trust that the company seeks to build through proper communication about the system’s operation.