Our services always begin with a private, confidential consultation. If you are interested in scheduling a time to meet with us, please click the link below or send an email to [email protected].
Standards of Practice
While not strictly an ombuds office, the work of the Office for Conflict Resolution (OCR) is grounded in the same standards of practice promoted by the International Ombuds Association, as outlined below:
Independence
As a unit of the Office for Equity and Diversity (OED), OCR operates with a high degree of independence, reporting directly to the Associate Vice President, Office for Equity and Diversity. We are not a part of either the Office for Human Resources or the Office of the General Counsel.
Impartiality
OCR does not take sides or make evaluative judgements about our visitors’ experiences. We advocate for a constructive process rooted in respect and integrity for all involved-parties. OCR works to support our visitors’ understanding of their underlying interests and options, so that they can make informed decisions and reach their best possible agreements.
Informality
OCR is not an office of notice and does not conduct investigations.
In the event that an eligible employment-related grievance has been addressed but not resolved by our informal services, there is a formal petition process administered by the OED Grievance Process Manager.
Confidentiality
Confidentiality is paramount to the work that we do. We do not share information about our visitors or services provided without the explicit permission of those involved.
The only time that we would volunteer information about a visitor would be to address a perceived threat of imminent harm to themselves or others.
Additionally, rare legal circumstances might compel us to share information about our services. To minimize the circumstances in which information may be shared, we destroy our notes and de-identify all records of our services once they are no longer needed to serve our visitors.
Services
OCR offers the following informal services:
Consultations
The first step in working with OCR is always a fully private and confidential consultation.
A consultation is a meeting between an OCR staff member and a visitor(an employee or affiliated member of our University ecosystem) experiencing a conflict . In an initial consultation, we will listen deeply and ask clarifying questions to better and fully understand the visitor’s specific situation/context/experience; answer questions they may have; and provide relevant or beneficial resources as needed.
When appropriate, and only with the visitor’s permission, OCR staff may gather information or assist the visitor by interacting with other University units, across the University system, to resolve the problem. In several cases, a single consultation is all that is necessary. In others, a series of consultations may be more beneficial. The visitor to the office remains in complete control of the actions taken prior, during and following the consultation
Circle Process
Restorative Justice Peacemaking Circle, also known as the Circle Process is another useful structured process of intervention to engage parties in conflict, especially multiple participants or a large group. A third party, also known as the Circle Keeper, serves as a guide or facilitator serving to identify values, needs, interests and opportunities for agreement to improve or address the conflict itself.
Conflict Coaching
Conflict coaching is a flexible support service designed to help individuals respectfully and constructively navigate challenging situations and contexts that may arise in the workplace. This is explored through:
- reflective practice;
- conflict competency skill-building; and
- and collaborative problem solving.
Working together with individual(s) is central and a priority in identifying other available resources and exploring pathways in which the situation could be more effectively, comfortably and respectfully addressed. Included is the opportunity to practice skill-building designed to help individual(s) feel better equipped to manage the situation effectively.
All consultations are confidential. That means that OCR does not disclose information to others unless the individual agrees, subject to limited exceptions. Therefore, individuals should not consider information provided to OCR as notice to the University of wrongful conduct. Any and all notice(s) should be provided to relevant units within the University. Please see this University Compliance Program resource to assist in determining wrongful conduct .
Facilitated Dialogue
A facilitated dialogue is a face-to-face discussion between the parties to a conflict with a neutral facilitator present. OCR may recommend a facilitated dialogue when an employee feels that s/he has not been heard or given an opportunity to address concerns with a co-worker. During a facilitated dialogue, the employee raising the issue will be asked to explain the issue from his/her perspective. The responding party is allowed to ask clarifying questions and then is given an opportunity to share his/her own perspective and add any information necessary to have a full picture of the situation. The parties work together with the assistance of the facilitator to identify commitments each can make going forward to improve the problematic situation or working relationship. The facilitator helps ensure that the conversation remains a dialogue rather than a debate.
Mediation
Mediation is a structured process of intervention between parties in conflict to promote reconciliation, settlement or compromise. A third party - the mediator - helps the parties to identify interests, goals and opportunities for agreement to improve or end the conflict. Mediation may involve one or more sessions in which some time is spent together in discussion and some is spent in individual caucus with the mediator. Mediation is more structured than facilitated dialogue and often appropriate for more complex or systemic disputes.