Posts Tagged ‘mediation’
Mediation at the EEOC, Lower Your Expectations
Friday, September 23rd, 2011
As followers of WBI know, we oppose the use of mediation as a resolution strategy except in the mildest of all bullying cases. Most bullying cases are characterized as a form of violence, non-homicidal and non-physical, but clearly more severe than harassment and more impactful with respect to the target’s health (more depression, anxiety, hostility, trauma). So, it was a special opportunity for me to see mediation from the inside when I was asked to participate in an EEOC mediation session between a bullied target and her employer.
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Tags: bullying case, EEOC, mediation
Posted in Bullying Tutorials, Employer Action/Inaction | 7 Comments »
Guest: Can bullying be mediated?
Wednesday, December 8th, 2010
by Tom Sebok , Ombudsman, University of Colorado at Boulder
“I believe mediation can be a useful tool in very limited cases involving bullying. I am much less sanguine about its use more broadly as a tool to reduce or eliminate workplace bullying on college campuses or anywhere else …
Restorative justice conceives of wrongdoing as behavior that harms individuals and communities, rather than as violations against “the state” (Umbreit, 2005, p. 254). For the purposes of this discussion, a restorative approach would focus on identifying: (1) who has been harmed by bullying; (2) exactly how she, he, or they were harmed; and (3) how to best repair that harm.”
Read the entire contents of this thought-provoking and optimistic essay.
Tags: mediation, ombuds, restorative justice, Tom Sebok
Posted in Bullying Tutorials | 30 Comments »
WBI's position on mediation and workplace bullying
Friday, June 11th, 2010
Bullying is rarely just conflict. The Chronicle of Higher Education reported on an American Arbitration Association (AAA) initiative to address workplace bullying in the academe. The WBI position is clear. When there is a power/status difference, mediation is the wrong tool. We do not mediate domestic violence cases. When there is clearly a perpetrator-initiator and an involuntary target, mediation further compromises the compromised. When the organization believes the target finally attempting to fight back makes him or her equally wrong, mediation doesn’t work.
Tags: American Arbitration Association, Chronicle of Higher Education, mediation
Posted in Bullying Tutorials, Employer Action/Inaction | 7 Comments »
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