- Showing 2 posts filed under: Workplaces [–] published between Dec 01, 2010 and Dec 31, 2010 [Show all]
How do people experience using restorative practice at work?
The Goodwin Development Trust is a registered charity situated in the heart of Kingston-upon-Hull (www.goodwintrust.org).
Created over fifteen years ago by the residents of the city’s Thornton Estate with the intention of improving local living conditions, the Trust now manages a diverse range of projects.
Can bullying be mediated?
This question has arisen recently because the American Arbitration Association (AAA) and Alternative Dispute Resolution Consortium (ADRC) have recommended that colleges and universities provide mediation as an option for faculty who feel bullied by their colleagues. Workplace bullying as defined by the Workplace Bullying Institute (WBI – see below) seems to me to rarely be negotiable - or mediable – especially to those experiencing it. However, based in large part on my involvement in helping establish a restorative justice program at the University of Colorado at Boulder in the late 1990’s, I believe there are two specific practices from that tradition that could be used to facilitate meaningful and potentially even healing encounters in these situations. These practices differ from the more familiar forms of mediation and the conditions required for success are very specific.
As a university ombuds I have found mediation is often an effective way to help staff and faculty to manage and/or resolve workplace disputes. Sometimes both people have the same concern(s) and sometimes their concerns differ. But in most disputes I have mediated, both parties seemed to contribute fairly equally to the creation of the dispute. As a result, they could usually participate fairly equally in developing solutions. And agreements they made to resolve their disputes – even when they included relationship issues such as respect, trust, or communication - usually seemed balanced, as well.
Dec 15, 2010 Workplaces