Restoring the Workplace After an Investigation – A Reindeer’s Guide
You know Dasher and Dancer, and Prancer and Vixen. Comet and Cupid, and Donder and Blitzen. But do you recall, the most famous example of workplace bullying and discrimination of all?
Rudolph may be best known for his shiny red nose, but the story of the ill treatment he was subjected to by Santa’s reindeer team, and even Santa himself, is equally well-known as told in an often-sung Christmas song, and eagerly anticipated as viewing on television every December. Often overlooked, however, is the successful way that Santa was able to restore his North Pole workshop back into a positive work environment with a cohesive team.
The Rudolph story - “Coles Notes version”
For those of you who may not be familiar with Rudolph, he is a young reindeer born at the North Pole who is bullied and socially shunned by his peers because, unlike the regular black noses on each of his friends, he was born with a nose that is red, shiny and glows. Though he tries to join in all of the reindeer games of jumping and locking antlers, he is called names, mocked for his appearance, and told to leave. Even Santa isn’t without fault. When first meeting Rudolph, Santa tells Donder (Rudolph’s father) that they better hope he outgrows his unique nose “if he wants to make the sleigh team someday”. Later, despite performing best at Reindeer Jump School, jumping higher and farther than anyone on his first attempt, Santa maintains that Rudolph’s “impairment” is “a pity” and but for his shiny nose, his great take-off would have made him a shoe-in for the sleigh team. Hurt by the comments of his peers, and told in no uncertain terms that he will not be able to join Santa’s team with a glowing nose, Rudolph sees no alternative but to run away from home.
Santa sees the errors of his, and others’, ways - What does he do about it?
It’s sometimes hard to imagine returning to work with someone who has treated you poorly, disrespected you or, even worse, shamed you in the workplace because of the way you look. When issues such as these arise between co-workers, the completion of the required workplace is not the end. There are matters which employers need to consider that go beyond the findings of an investigation itself. Regardless of whether allegations of bullying, harassment and/or discrimination are upheld or found to be unsubstantiated, it is often not just a simple answer to tell the parties to just “get back to work”. Instead there may be broken relationships (workplace, and personal relationships) and hurt feelings amongst co-workers which need to be addressed in order for team members to successfully find their way back to a positive and collaborative place. And no better example of this can be found than right under our noses (shiny red and otherwise) than in the story of Rudolph the Red-Nosed Reindeer.
Funny to think that Santa, a man who knows who in all of the world is naughty and who is nice, was initially unable to see what was happening right under his otherwise watchful eye.
But all is not lost. Indeed, the re-telling of the legend of Rudolph each year is evidence of the positive message for any employer (especially small and family-run businesses) who questions whether it is indeed possible to put their work team back together after serious workplace harassment, violence and discrimination issues.
For when given the opportunity, Santa and the others are able to look forward rather than focus on the past. They recognize that they were judging Rudolph and his other “misfit” friends on what were perceived to be their shortcomings or disabilities and that had they gotten to know these individuals, they would have appreciated the unique talents each brought to the table. Rudolph is recognized and celebrated for his unique features and offered the opportunity to lead Santa’s team on Christmas Eve, saving Christmas for children everywhere on the night of the “worst storm in history”.
Santa also addresses other inequities/injustices in his workplace:
Each of the Misfit Toys is gifted to a child to be loved and played with.
Hermey is permitted to give his toy-making and focus on his true passion, opening the first ever dental office at the North Pole.
And as for the Abominable Snow Monster, it’s lucky that “bumbles bounce”. The Snow Monster not only appears to fully recover from the horrible abuse he endured and his near-death experience of being pushed off a cliff, but he is the ultimate example of forgiveness in the workplace. For all that he was made to endure, he forgives his abusers and becomes a high-functioning and respected member of the North Pole community. In fact, he is given the honour of placing the star atop the Christmas Tree in Santa’s castle.
Santa, it seems, sees the benefit of re-committing to a workplace free from discrimination and harassment. This, of course, can only happen with the buy-in of the other elves, deer and workers at the North Pole.
PH Tips
While this will be different in each case, restorative actions for post-investigation workplaces can include:
Focus on rebuilding relationships: The restoration of the workplace after allegations of harassment and discrimination, regardless of the findings and conclusions of a workplace investigation, depends on the parties’ ability to focus on rebuilding relationships and developing a more positive work relationship moving forward.
Focusing on role clarification: In Rudolph’s case, Santa brings everyone together at the end of the story. Differences are celebrated and each individual knows the role he or she plays in making Christmas a happy and joyous success.
Looking forward, not backwards: Employers must reinforce that there is no room for grudges in a collaborative workplace and that real effort to move forward in a positive way is required by employers and employees alike.
Reviewing the workplace: In Rudolph’s case, the mistreatment stemmed from a perception of what was “normal” or necessary to be successful in your assigned task or position. Employers should consider the underlying factors which influenced the wrongful conduct to occur in the first place. Was there a misunderstanding or misinterpretation of some action? Are there systemic issues at play in the work environment which ought to be addressed? Often this will show where amendments to, or reinforcement of, existing policies and practices are necessary.
While not every workplace can see immediate effects like we do in a 1-hour television show, it is more likely than not that spending time on restorative actions after a workplace complaint can prevent the likelihood of similar issues in the future.
On behalf of all of us at Piccolo Heath LLP, I want to wish all of you a Merry Christmas, Happy Hannukah, Happy Kwanza, and a joyous holiday season….. as may be applicable.
