Addressing lateral violence in the workplace
From the report by John Thompson-Mills:
...Restorative Justice is now appearing in another form of conflict resolution, to address lateral violence in Aboriginal communities.
Lateral violence is a verbal form of bullying but it can occur in many forms from making faces and raising eyebrows to malicious gossip, shaming, backstabbing, broken confidences and social exclusion.
Health trust looks to solve complaints
from the article in the Gloucestershire Echo:
Complaints about staff attitude, a lack of response to phone calls and not enough support have been received by the 2gether NHS Foundation Trust.
The mental health services provider in Gloucestershire and Herefordshire received 35 complaints from October to the end of December.
Restorative justice in the workplace
from the entry on Mediation Services:
Yet, studies show that the best places to work in North America have not attained that ranking by policies. In fact, some of them have one page of policy – and that page focuses on values and not on dos and don’ts. It starts with hiring the people, first and foremost, with the right values and attitudes, and then ensuring they have the skills necessary to complete their task.
So, what does this have to do with restorative principles? Everything! If an organization wants to be a fabulous place to work, they have to figure out what their values are – and often the best places to work have values consistent with restorative principles – respect, honesty, willingness to hold others accountable and be held accountable, ability to take responsibility for one’s actions, the rare and necessary skill of thinking outside the box, curiosity, loyalty to a team, commitment to working with others …
May 03, 2011 Workplaces
The promise of restorative justice: New approaches for criminal justice and beyond
Reviewed by Martin Wright
It is becoming increasingly clear that the principles of restorative justice can be used, as the editors say, outside the formal criminal justice system, and this book bears witness to that. Half is about criminal justice, and half about other applications in schools and elsewhere. The contributors reflect the book’s origins among a group at Fresno Pacific University in California, but other chapters come from Bulgaria, Canada, Hong Kong and the United Kingdom.
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
Brady encourages Magdalene survivors in talks with church
Primate of All-Ireland Cardinal Seán Brady has encouraged Magdalene survivors in their efforts to establish dialogue with religious congregations.
The cardinal met representatives of advocacy group Justice for Magdalenes (JFM) for two hours at his residence in Armagh on Thursday evening. He said yesterday it was a welcome opportunity to listen to the perspective of the JFM on “the story of the involvement of church, State and society in the former Magdalene laundries”.
“By today’s standards much of what happened at that time is difficult to comprehend,” he said.
Workplace bullying and restorative justice – how to help the families left behind
A feature article on workplace bullying in The Age newspaper on 10 March 2010 has the additional or secondary benefit of again raising the relevance of “restorative justice” to the issue of occupational safety and health.
The main element of the article is the McGregor family who had two children commit suicide over related issues. The son, Stuart McGregor, described as being chronically depressed, was being bullied at work. He confided in his sister, Angela McGregor, over the issues. Angela had been bullied at school. [Angela] killed herself. A month later, Stuart followed.
Mar 16, 2010 Workplaces
UniCredit Group and restorative justice
by Dan Van Ness
UniCredit Group is a European company whose mission is "to create a new way of banking by thriving to serve our clients with innovative solutions." It has 168,000 employees operating in 10,000 branches in 22 countries in both Eastern and Western Europe.
Sep 03, 2009 Workplaces
Restorative Justice and Work-Related Death
by Dr. Derek R. Brookes
This research project was initiated by the Creative Ministries Network (CMN), which is based in Victoria, Australia. CMN have provided grief-support for family members bereaved by work-related death for more than ten years. Their extensive experience found that the grieving process was prolonged and intensified by how the legal system and other agencies dealt with work-related fatalities.
In searching for solutions, the agency was inspired to examine restorative justice (RJ), mainly because they had witnessed the healing that resulted from several (self-arranged) meetings between families and company representatives. CMN subsequently applied for a grant from the Legal Services Board of Victoria to explore the feasibility of RJ in this context, and I was contracted as the principal researcher.
The project consisted of two parts. The first involved a literature review, which sought to explore and clarify the kind of issues that might be faced in this context. This included addressing: (1) whether it would be fair and reasonable to invite a company director, manager or worker to take responsibility for their part in a work-related death – even where no personal criminal liability has been (or can be) established; (2) whether RJ can provide any distinctive benefits to those affected; and (3) how best to situate RJ vis-à-vis the legal process.
Sep 01, 2009 Workplaces
Restorative justice could be answer to doping problem
We've tried blame. We've tried shame. We've tried hard punishment.
But on the doping-in-sports front, we're making very little real progress. Suspicion still reigns. Chemists remain ahead of the testers. Every other week there's a new bust.
We've hit a wall.
There are the athletes who get caught and then, invariably, smile and smirk, duck and dodge, taking as little responsibility as possible.
There are those, like me, who feel moral outrage -- that altering the body this way should never be condoned. Our voices are growing faint.
There are the hordes who've begun to tune out the whole issue despite feeling, deep in the gut, that something is really wrong: that our games, and by extension society, have been tarnished by widespread doping.
Let's try a new approach. It's time to seek higher ground: accountability, responsibility -- and yes, forgiveness....