01
Entry
Disputes & Conduct
Independent, structured investigations into misconduct, bullying, and sexual harassment. PoSH Act 2013, GRC/IR Code 2020, disciplinary enquiries. Findings that stand in court.
Workplace Investigations & Advisory · Led by an AWI Certificate Holder (AWI-CH)
The service pathway.
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.
The pathway
Four services. One through-line.
Where you enter depends on where you are. Where you go depends on what the investigation reveals.
02
Upskill
Capability Boost
IC members and HR teams trained in how to run a defensible inquiry. Evidence-based investigative interviewing in partnership with IMS, Australia. PEACE model. Mendez Principles. TILES System®.
03
Diagnose
System Diagnostic
Culture diagnostics, policy gap analysis, risk mapping, and team effectiveness assessment. Identifying where the organisation is exposed before an incident occurs.
04
Transform
System Intervention
Mediation, team resets, structural redesign, and leadership alignment. After the finding. Addressing conditions, not just incidents. Via ReWireWorks where structural work is required.
Two lenses. One practice.
Every engagement carries both.
The investigative lens asks: what happened, what can be proven, and what does defensible process require? The systems lens asks: what conditions produced this, and what would need to change to prevent recurrence?
WORQsense engagements carry both lenses. The investigations principal (Sreevidya Varma, AWI-CH) runs the inquiry. The systems intelligence principal (Kavita Khanna) reads what the inquiry is revealing. Together they produce findings that are both legally defensible and organisationally diagnostic.
The investigative lens
AWI Certificate Holder (AWI-CH) standard. PEACE model and Mendez Principles. Evidence-mapped, inference-documented findings built to survive court scrutiny and appellate challenge.
The systems lens
Organisational systems, foresight, and culture strategy. Reading what incidents reveal about structural conditions. Applied through ReWireWorks for diagnostic and intervention work.
How we engage
Three models. One standard.
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.
Independent
WORQsense leads end to end
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 IR Code 2020, where independence is non-negotiable.
Side by Side
Shared responsibility
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.
Behind the Scenes
Client leads, we quality-assure
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.
Not sure where to start?
Every engagement starts with a conversation.
Most engagements evolve once we understand the full picture. Tell us what's happening and we'll help you work out where to begin.