A Just Culture looks first at what was responsible for an issue or situation before looking at who was responsible. The actions of individuals need to be placed into context early, not at the end which often happens.
The purpose of any disciplinary process is to correct behaviour; to prevent that behaviour from reoccurring. However we often only begin rebuilding or repairing relationships and situations at the end of the investigation from recommendations or the imposition of a sanction. By adopting a Just Culture approach to employee relations matters we will make our investigation process constructive rather than destructive.
In accordance with Just Culture, please ensure you have attempted the 4Ws process as detailed in the attached document: Just Culture – 4W’s process
