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Organizations have spent decades perfecting the mechanics of workplace investigations. But in 2026, a more fundamental question is reaching the executive level: What happens when the investigation itself causes more harm than the incident it was meant to address? Recent regulatory shifts in Australia and emerging parallels in Canada suggest this isn't just an HR dilemma. It is a recognized psychosocial risk that forward-thinking organizations are learning to mitigate through

As a leader, you've likely felt that moment of hesitation: is this just a heated disagreement between respected colleagues, or is the foundation of team trust starting to shift? Conflict or Dispute? The line between a professional dispute  and a deep-seated conflict  is often blurred. Treating a conflict like a simple dispute usually leads to more frustration; treating a dispute like an entrenched conflict can over-complicate things and sap momentum. At ProActive, we’ve learn

We're sharing a link to a foundational paper on environmental restorative justice written by The Hon. Justice Brian J Preston, Chief...

As a healthcare leader, you're facing mounting pressure from three sides: an evolving legal landscape, deteriorating workplace culture, and a severe workforce crisis. Try these actionable solutions.

Punitive workplace culture doesn’t fix the problem; it just drives it underground.

"Face to Face,” the acclaimed film that legendary director Michael Moore called “that rare film which grabs a hold of you at the beginning and doesn’t let go till the end.”

This case involved a mining company that destroyed Aboriginal objects on a culturally significant site known as the Pinnacles. After a guilty plea, the court took an unprecedented step: recommending a Restorative Justice Conference before sentencing. That's where we came in.

Restorative and transformative justice provide a structured approach to acknowledge harm, repair relationships, and change systemic behaviours that perpetuate harm.