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:
Consultation
A consultation is a private meeting between a University employee experiencing a conflict and a member of OCR staff. We will listen and ask questions to learn about and understand the specific situation. We may identify resources available to help the visitor, brainstorm ways in which the situation could be more effectively and comfortably addressed, and potentially, engage in some skill-building designed to make the individual feel better equipped to manage the situation personally. When appropriate, the Office will gather information or assist the visitor by interacting with other University units to resolve the problem. In many 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 during and following consultation.
All consultations are confidential. That means that this Office does not disclose information to others unless the employee agrees, subject to limited exceptions (for example, the information indicates an imminent danger of serious harm or if information is required by a court). Therefore, employees should not consider information provided to this office as notice to the University of wrongful conduct. That notice should be provided to other units within the University. See the University Compliance Program.
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.
Circle Process
Restorative Justice Peacemaking Circles, 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.