Amediate, LLC and our affiliates work with leaders and employees to develop empowering skills for navigating tough conversation that hinder progress. Our services include consultation for organizational assessments, training, workplace investigations, and more. Working with us leads to improved mutual understanding that is integral to a more effective workplace.
We work with clients to develop plans for improving workplace communication and trust via assessment and analysis, training and development solutions, and measurements.
We introduce DEI principles initially through employee assessment that addresses concerns and learning gaps while providing tools for immediate application.
EEO investigator training and EEO Forum produce skilled, MD-110 certified investigators who work objectively to gather facts and write reports for workplace investigations.
LLO is a 6-8 module course series providing foundational skills necessary for organizational leaders at every level. Interactive modules are customized to meet the needs of the organization.
“Amediate brought clarity and calm to a tense situation. Everyone felt respected, and the outcome was fair.”
— HR Director, Federal Contractor
“It didn’t feel like someone was judging us. It felt like someone was helping us get back to being a team.”
— Employee, Manufacturing Company
An EEO (Equal Employment Opportunity) investigation is a formal process to examine allegations of workplace discrimination, harassment, or retaliation based on protected characteristics such as race, sex, age, disability, and more. The goal is to determine the facts and ensure compliance with federal and state laws.
An investigation typically begins when an employee files a formal complaint with the EEOC or a similar agency, or when an employer receives an internal report of potential discrimination or harassment.
The process usually includes receiving the complaint, explaining the process to all parties, gathering evidence, interviewing witnesses, and preparing a report with findings and recommendations.
The timeline varies depending on the complexity of the case, but most investigations are completed within a few weeks to several months.
If an employer does not cooperate, the EEOC or investigator may issue subpoenas to obtain necessary documents or testimony.
Outcomes may include a finding of no violation, a finding of discrimination, recommendations for corrective action, or a settlement/conciliation between parties.
Yes, confidentiality is maintained to the extent possible. Information is used solely to determine the facts of the case.
Mediation is a voluntary, confidential process where a neutral third party helps employees or teams resolve disputes collaboratively. The mediator does not decide the outcome but facilitates productive dialogue and agreement.
Mediation is typically faster, less adversarial, and more cost-effective than formal investigations or court proceedings. It allows parties to control the outcome and often preserves working relationships.
Mediation is usually voluntary, though some organizations may encourage it as a first step before formal investigation.
Amediate’s mediators are trained professionals with expertise in EEO law, workplace conflict, and facilitation.
Yes, all parties agree to strict confidentiality. Information shared in mediation cannot be used in subsequent investigations or legal proceedings.
