Most clients enter through an incident. The investigation reveals conditions. Those conditions open the conversation about capability, systems, and lasting change. WORQsense is structured as a pathway, not a menu.
Where you enter depends on where you are. Where you go depends on what the investigation reveals.
Independent, structured investigations into misconduct, bullying, and sexual harassment. Sexual Harassment at Workplace Act 2013 (PoSH), Grievance Redressal Committee (GRC)/Industrial Relations (IR) Code, 2020, disciplinary enquiries. Findings that stand in court.
IC members and HR teams trained in how to run a defensible inquiry. Evidence-based investigative interviewing in partnership with IMS, Australia. PEACE model. Méndez Principles. TILES System®.
Culture diagnostics, policy gap analysis, risk mapping, and team effectiveness assessment. Identifying where the organisation is exposed before an incident occurs.
Mediation, team resets, structural redesign, and leadership alignment. After the finding. Addressing conditions, not just incidents. Via ReWireWorks where structural work is required.
The investigation asks: what happened, what can be proven, and what does defensible process require? ReWireWorks asks: what conditions produced this, and what would need to change to prevent recurrence?
WORQsense engagements integrate all three pillars. Sreevidya Varma (AWI-CH) leads the investigation. Kavita Khanna reads what the inquiry reveals and leads the prevention work through ReWireWorks. Together they produce findings that are legally defensible and structurally actionable.
AWI Certificate Holder (AWI-CH) standard. PEACE model and Méndez Principles. Evidence-mapped, inference-documented findings built to survive court scrutiny and appellate challenge.
Organisational systems, foresight, and culture strategy. Reading what incidents reveal about structural conditions. Applied through ReWireWorks for diagnostic and intervention work.
Not every situation calls for the same approach. WORQsense works in three ways, and clients will know which one fits. The rigour is non-negotiable; the model is flexible.
Scoping, interviews, findings, report. No internal involvement in the inquiry itself. We manage the matter independently while keeping you informed at agreed points.
Best for: serious misconduct, sexual harassment under the PoSH Act 2013, and GRC matters under Industrial Relations (IR) Code 2020, where independence is non-negotiable.
Your HR or legal team handles parts of the process; WORQsense handles the rest, wherever independence and rigour matter most.
Best for: organisations with internal capacity that needs strengthening, not replacing.
Your team conducts the inquiry. WORQsense guides, quality-assures, and ensures process and documentation meet the standard.
Best for: building internal confidence and capability while maintaining independent oversight.
Most engagements evolve once we understand the full picture. Tell us what's happening and we'll help you work out where to begin.