Kyleigh Hindson

Kyleigh Hindson has more than 20 years’ experience in the conduct of complex workplace investigations for global and national companies. She is passionate about putting her skills to work in the service of organisations that want to build the capabilities and capacity of their internal investigation teams. Kyleigh has worked closely with internal teams for ASX-listed and multinational companies: mentoring and coaching their early career investigators; acting as a sounding-board for experienced personnel; and providing support at every stage of a workplace investigation - from drafting allegations to reviewing final reports. Kyleigh also regularly takes carriage of larger and more complex cases when teams are at capacity. Connect with Kyleigh on LinkedIn.

Setting up an internal workplace investigation team for success 

How To Conduct An Effective Investigation / By

KEY TAKEAWAYS Consider: where an internal workplace investigation team should be located, based on organisational resources and context, such as within an existing function like HR, or in a stand-alone unit the size of team required to deliver timely investigation findings the skillsets required for the type of complaints regularly investigated reporting lines and maintaining […]

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Fair play at work: the importance of procedural fairness in workplace investigations

How To Conduct An Effective Investigation / By

As workplace investigators, we are acutely aware of the importance of conducting a procedurally fair and thorough investigation. The recent case of Crook v CITIC Pacific Mining Management Pty Ltd [2023] FWC 2446 (22 September 2023) reinforces the importance of a procedurally fair investigation process. The complaint The Applicant was employed by CITIC as a

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Interviewing with sensitivity: 10 trauma-informed interviewing techniques

Best Practice Templates For Your Next Investigation / By

It is easy to fall into the trap of thinking that trauma-informed principles only need to be front of mind during complainant interviews involving allegations of sexual harassment.  In practice, we find that trauma-informed interviewing techniques can be helpful in any emotionally charged interview, including interviews with witnesses and respondents. Trauma-informed techniques are especially applicable

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What it takes to be a workplace investigator: ‘Wilting flowers’ need not apply

Best Practice Templates For Your Next Investigation / By

A recent FWC decision comments on what it takes to be a workplace investigator Key characteristics for a workplace investigator have been described in a recent Fair Work Commission (FWC) unfair dismissal case. A male employee lodged an unfair dismissal claim after being sacked for making a sexually offensive comment to colleagues, and for repeating

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