Forensic data analytics for a global not-for-profit organisation

Instances of fraud or workplace misconduct can have very serious organisational and reputational consequences for unsuspecting businesses. It's at these times when expert assistance is required for a swift, reliable, and comprehensive response.

This was the experience of a global not-for-profit organisation, which was facing serious allegations of systemic bullying and sexual harassment within its ranks. The organisation needed to address complaints of systemic bullying and sexual harassment effectively. They required a sophisticated approach to uncover the extent of the issues and identify specific areas where these problems were most prevalent.

The solution

1. Predictive modelling data analytics: The expert team at PKF deployed a predictive modelling data analytics exercise, utilising both qualitative and quantitative data. This comprehensive approach was designed to reveal critical intelligence necessary for the investigation.
2. Data integration: The model integrated various data sources, including employee surveys, incident reports, HR records, and other relevant qualitative and quantitative data, to provide a holistic view of the organisational climate.
3. Hotspot identification: Through advanced analytics, the model identified hotspots with integrity-related issues. These hotspots were areas within the organisation where bullying and harassment complaints were most frequent and severe.
4. Targeted investigations: The insights gained from the predictive model guided further targeted investigations. This allowed the organisation to focus its resources on the most problematic areas, ensuring a more efficient and effective response.

The outcome

PKF’s forensic data analytics services enabled the global not-for-profit organisation to:

• Uncover critical intelligence: The predictive model provided valuable insights into the systemic issues of bullying and harassment.
• Identify problem areas: Hotspots with integrity-related issues were clearly identified, allowing for targeted interventions.
• Guide investigations: The organisation was able to conduct more focused and effective investigations, addressing the most severe issues first.
• Implement corrective actions: Based on the findings, the organisation implemented corrective actions to improve the workplace environment and prevent future occurrences.
• Protect staff: The organisation demonstrated its commitment to staff wellbeing (in line with its compliance requirements of many countries including Australia). This in turn contributed to rising levels of staff morale.
• Protect brand: The organisation was able to address the issues and significantly reduce the risk of reputational damage into the future. 

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