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I'm not aggressive - I just get things done


My staff know they can talk to me: my door is always open 


Generally staff like working here, but there will always be one or two who complain


Do any of these statements sound familiar? They're all things people have said to us - just before someone made a complaint of bullying or harassment. 


Even in the best managed teams, conflicts and disputes can occur. And sometimes it can be worse than that: individuals can be bullied and harassed.


We can help whether you’re looking for:

  • the right action at the right time to stop complaints escalating into formal grievances

  • a few simple steps can help clear the air, improve relationships, and prevent the same issues from arising in the future

  • independent, speedy, and discreet investigations into formal grievances






We have a national reputation for conducting independent, objective investigations into bullying, harassment, and grievance claims. In the last few years, we've conducted dozens of investigations for public and community organisations. 



Get an analysis of your team’s culture to understand some of the underlying issues facing staff and managers. We also provide mediation and facilitation services to help your team start a fresh page.  Often mediation is not the ‘right’ fix – so we also use ‘process work’ to help teams and organisations to come to terms with un-resolved issues and concerns.



Are you part of the bullying culture that you’re trying to tackle? Do you know how to improve staff relations? For those who are serious about becoming better leaders, we offer one-day workshops as well as coaching and mentoring sessions.





All our work is informed by the following four principles:


  • confidentiality: we always aim to maintain, where possible, the privacy of organisations and individuals involved in the process


  • empathy: we appreciate investigations are usually stressful and tense processes for all involved. Our knowledge of both investigative practice and workplace equalities enables our team to be empathetic and understanding

  • professionalism: we will ensure participants are dealt with dignity and respect. All participants will receive information relating to their involvement in the process in a timely manner and the client will be kept informed of progress and key issues


  • flexibility: we will make all reasonable adjustments to ensure people with disabilities, carer responsibilities, or any other protected characteristic are able to engage with the process. We appreciate the time and resource pressures organisations are under and will work with them to ensure the investigation process is completed as efficiently as possible





In the last few years, we’ve worked with dozens of organisations across the country. Here's some feedback we've had about workplace investigations we've conducted (anonymised for obvious reasons):

brap's practical, supportive and knowledgeable advice has supported us to address some very complex, entrenched issues in a way that staff have felt both supported but challenged to change

Managing Director

Thank you so much for your excellent reports – it’s been great to work with such a highly reputable organisation. Keep up the good work!

Human Resources Development Manager

I’m happy to recommend brap for the way they provide timely and knowledgeable support. They’ve dealt with some extremely sensitive issues and made great recommendations that show a real understanding of equality and workplace relationships.

Chief Nurse & Executive Director of Integrated Care

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In addition to workplace investigations, we also provide more general reviews of organisational or departmental cultures. These employ a range of methodologies – from online staff surveys to focus groups. Recent examples include:


  • St George’s NHS Trust: interviews with staff members to produce an analysis of the organisation’s culture in relation to communication, leadership and staff satisfaction

  • North East London Foundation Trust: online survey, mystery shopping, and staff and patient interviews used to identify organisational barriers preventing autonomy in the delivery of patient care

  • St Basil’s: focus groups with over 30 staff and data analysis of local homeless charity to barriers potential barriers to training, promotion, etc

  • North West Counter Terrorism Unit: focus group and staff interviews used to audit organisational culture in relation to teamwork, learning, and motivation

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