Mediating in the Academic Bully Culture

Mediating in the Academic Bully Culture: The Chair’s Responsibility to Faculty and Graduate Students

Serwis Stanford University 

….The Chair as Mediator

Although chairs can be involved in bullying as the bully, as the one bullied, or as the mediator in a departmental bullying situation, this section will focus on the chair as a mediator between faculty members. This job responsibility often creates consternation in department chairs. At the same time they are trying to build camaraderie among faculty, they are also facilitators who are responsible for carrying out the institution’s mission, liaising between the department faculty and higher administration, and making merit and promotion and tenure recommendations. These tasks can often be in conflict with one another.

Because chairs have a major impact on the future of individual faculty members, they must be able to recognize when a faculty member is being bullied and intervene to stop the bully while simultaneously respecting the privacy, professionalism, and integrity of the faculty member involved. Recognizing a bullying situation means chairs must be aware of the indications of a bullied faculty member as well as the traits of a bully…..

….Conclusion

Although we have discussed two different levels of incivility in this article, the indicators of victimization and the solutions for the prevention of bullying are the same regardless of who is being bullied and who is doing the bullying. Victims of bullying, be they faculty members or graduate students, generally retreat into their own world. They become silent, fearful of repercussions or being seen as a whiner or troublemaker. Providing an environment in which the victim feels comfortable to share what is happening is the first step toward minimizing bullying behavior. Another major step is to establish formal policies against bullying, including the actions to be taken to eliminate the behavior. The policy must also include a process by which the bullied can seek help without fear of retribution by the bully. Finally, the policies and processes contained therein must be made available to everyone, even discussed with new faculty and graduate students, so they feel comfortable in the environment and confident that someone will intervene if incivility occurs. The department chair plays a pivotal role in facilitating this process.

Mediator na uniwersytecie afrykańskim

Université Cheikh Anta Diop

Ombudsman : Médiateur

Plan d’action 2006 – 2007 de l’OMBUDSMAN

PLAN D’ACTION 2006 – 2007 DE L’OMBUDSMAN

Ce plan d’action part des recommandations du rapport 2005 – 2006 renforcées par des directives de l’Assemblée de l’UCAD des 26 juillet et 02 août 2006, par la contribution des collaborateurs systématisée à la réunion du 11 août 2006 et par les recommandations de la presse recueillies lors de la conférence de presse du 18 août 2006…
6. Organiser une journée porte ouverte sur l’ombudsman et sensibiliser sur la culture de la paix et de la non violence en collaboration avec les amicales et syndicats des étudiants, des enseignants chercheurs, avec des ONG, des artistes etc.

– Mise en place de la structure prévention et gestion des conflits à l’UCAD (Ombudsman)

PROGRAMME

La synthèse des contributions orales et écrites tout au long du processus des échanges permet de retenir :
1. L’UCAD ne peut ignorer les contextes de misère et de pauvreté, les conflits que traversent le monde, l’Afrique et le Sénégal : elle va s’y intéresser selon des modalités que la communauté pourra partager.
2. Pour ce qui est des premières assises sur le social 5 thèmes peuvent être retenus :

• les causes des conflits dans l’espace scolaire et universitaire (sur ce thème le Pr TAMBA, Chef du Département de Sociologie de la FLSH pourra faire profiter des résultats de sa recherche, le maître de recherche Youssou Mbargane GUISSE de l’IFAN pourra être le discutant ; la communauté pourra tirer profit de toute la documentation accumulée à l’Université de Dakar devenue Université Cheikh Anta DIOP. Une proposition a été faite de faire un film sur la vie des étudiants à l’UCAD. Est-il possible de faire ce documentaire d’ici la fin Août ?
• La promotion et la défense d’une Université apaisée : engagements, moyens et défis ; on pourra exploiter les propositions contenues dans le rapport annuel du Recteur au titre de l’académie 2003/2004.
• Quelles politiques de gestion des infrastructures de l’UCAD ? Le Rectorat et les établissements peuvent traiter le thème
• Quelles politiques de gestion des ressources humaines à l’UCAD ?
• Quelles politiques de logement pour les étudiants, les enseignants, les PATS ?
• Quelles politiques de carrière, de promotion, de santé ? Le service des ressources humaines du Rectorat et le COUD pourraient introduire cette partie ;
• La structure de prévention, de médiation : organigramme, moyens, profil du Facilitateur etc. : le Facilitateur actuel peut s’en charger avec le soutien des services du Rectorat…

– Grève des Etudiants de Février 2006

– Propositions pour un pacte républicain et académique à l’UCAD

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Senegal- Cheikh Anta Diop de Dakar – Le médiateur propose le relèvement des frais d’inscription

Le Médiateur de l’Ucad a proposé, hier, au cours d’un point de presse, aux autorités académiques, de rechercher des moyens substantiels par le relèvement des inscriptions administratives et pédagogiques. « La hausse doit se faire d’une manière raisonnable après discussions avec toutes les parties », selon Boubacar Diop.

Le Médiateur a indiqué que l’année académique 2009 a été satisfaisante. « L’université n’a pas connu beaucoup de perturbations. Les quelques difficultés enregistrées sont liées aux affrontements entre étudiants et forces de l’ordre relatifs au non paiement des bourses, aux grèves et débrayages des professeurs liés au retard de paiement des salaires et au non paiement des indemnités et enfin aux perturbations liées à la non-orientation des nouveaux bacheliers ».

The Florida State University Mediation Program

The Florida State University Mediation Program

The Florida State University

Conflict is inevitable. When people work together, disagreements can occur. Usually this conflict can be resolved between the parties with little or no input from other persons. Sometimes, however, the parties need help to resolve their differences. When employees at Florida State University need help in resolving a conflict, they may turn to the Employee Assistance Program mediation service for help.

Some of the most frequently asked questions about Mediation include:

What are the benefits of mediation?
What kinds of disputes can be mediated?
Does mediation replace existing programs?
Who are the mediators?
What kind of confidentiality can I expect?
Progam Participation
How do I start?

What is mediation?

Mediation is an informal settlement conference which is guided by a trained, impartial mediator. The mediator has no authority to judge the dispute, but helps the parties explore ways of resolving their own differences.

What are the benefits of mediation?

Mediation allows parties to find their own solutions to problems. A private, informal settlement of differences may enable parties to resume a more workable relationship. Since the parties are in control of the results of mediation, they are more likely to be satisfied and more likely to comply with a mediated agreement than with a mandated decision.

What kinds of disputes can be mediated?

Mediation is appropriate for most workplace disputes between two parties. This may include interpersonal conflict as well as concerns with perceived discrimination and / or harassment. Areas not address by the EAP mediation service include pay, tenure, promotion, family mediation and conflict involving threats or physical assault.

Does mediation replace existing programs?

Mediation does not replace any existing university programs. The EAP has worked with concerned departments to insure that all current services available to the employee for grievances and problem resolution remain intact. Mediation is simply an additional resource available to reduce conflict and enhance the work environment. All rights of the individual remain in place. If you have any questions about your rights or the variety of services available to you as an employee, you are encouraged to contact the FSU Employee Assistance PRogram, Human Resources or the Personnel Department.

Who are the mediators?

The mediators are EAP counselors and employees of FSU who have volunteered as mediators and have received special training. This training is similar to that received by court appointed mediators in the State of Florida.

Confidentiality

Matters discussed in the mediation sessions are considered confidential. The only information recorded is a statement of mediation outcome. All records are maintained by the Employee Assistance Program and are confidential.

Program Participation

When individuals find themselves involved in a conflict, they may contact the EAP office at 644-2288 to discuss their options with a counselor. If the decision is made to mediate and both parties agree, a mediator will be assigned. The mediator will schedule the time and place of the sessions. Employees may use „time worked” or leave time to participate in mediation. All mediation services are voluntary and confidential and no fees are charged. If a person chooses to enter into mediation, they do not forfeit any rights they may have in the grievance process.

Nothing to Lose!

This is a free and confidential program to help you resolve disputes. All you have to lose is your conflict. But the first step is yours to make. Simply call the EAP office to schedule an appointment.

Mediacja akademicka na uniwersytecie amerykańskim

 

 Mediacja akademicka na uniwersytecie amerykańskim

 University of Missouri

Each campus of the University of Missouri has its own independent Campus Mediation Service, staffed by experienced faculty and staff members who have received professional training in dispute resolution. Mediation difffers from the University grievance process, by providing an informal way of resolving disputes, in which the parties work with a mediator to reach mutually acceptable solutions. All contacts and discussions are confidential.

The Campus Mediation Service was created in 2000-2001 by an Executive Order (No. 30) of the President of the University of Missouri. It provides an informal, timely way of resolving disputes, in which the parties work with a mediator to reach mutually acceptable solutions. Each campus of the University of Missouri has its own independent Campus Mediation Service, staffed by experienced faculty and staff members who have received professional training in dispute resolution. The campus mediators serve on a volunteer basis.

 

 

 

Why use the Campus Mediation Service?

If an employee has a disagreement with another person in the workplace, often the best solution is to reach an understanding through direct meeting and discussion. If, however, the two parties have discussed the matter and are unable to resolve their disagreement, mediation may be a helpful alternative to consider, for the following reasons:

 

 

• It is 
• It is informal and cooperative.  Mediation focuses on resolving the dispute, not on deciding who is right or wrong. To promote this problem-solving approach, all discussions are confidential.
   
• It may lead to a quick resolution of the dispute. Mediations can be arranged quickly and the sessions will usually be concluded in a few hours.
   
• It gets effective results.  Since agreements are reached only by mutual consent, they are likely to be long-lasting and satisfactory to both parties. If both parties do not agree to participate in mediation, or if a settlement is not reached through mediation, the employee will still be entitled to file a formal grievance.

applicable to many situations where an employee may not want to file a formal grievance.
 

Faculty and Staff Campus Mediation Service
Faculty Grievance Procedures

Staff Grievance Procedures (Policy Manual HR 502)

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University of Michigan

Mediation services for Faculty and Staff

 

About Us
Advisory Board
Agreement to Mediate (doc)
At the University

Community Mediation Training
Conflict Resolution Education
Consultation

Mediation

What We Do
Who We Are

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AMERICAN 

UNIVERSITY MEDIATION SERVICES 

Mediacja akademicka na uniwersytecie australijskim

 

Mediacja na uniwersytecie australijskim – University of Newcastle, Australia

Mediation

Mediation is the process by which a complaint may be resolved. Mediation may be an option as part of the 

A mediator is a person appointed by the University Complaints Manager. The role of the mediator is:

1. To help the people involved to clarify the issues and to recognise areas of common interest and points of agreement and/or disagreement;
2. To explore possible solutions;
3. To help those involved to come to a resolution.

or formal complaint resolution process. In a neutral setting, a mediator will encourage the people involved to discuss the issues with a view to resolving the complaint.informal 

 

 Related University Policies 

 

• Code of Conduct Staff
• Code of Ethical Academic Conduct
• Discrimination, Harassment, Bullying and Workplace Violence
• Racism
• Inclusive Language
• Internal Reporting Policy on Protected Disclosures

 

 

• Avoiding Conflicts of Interest
• Conflict of Interest
• Student Academic Integrity
• Student Academic Dishonesty Procedures
• Procedures for Appeals Against Final Result
• Guidelines on Research Practice

 

 

Rozwiązywanie konfliktów i mediacja na uniwersytecie nowozelandzkim

Rozwiązywanie konfliktów i mediacja na uniwersytecie nowozelandzkim –  University of Otago

Who can use the services?

Anyone who is a member of the Otago University community can use the Ethical Behaviour Network and the Mediator.

• That means all students – undergraduate and post-graduate – wherever you study.
• And it means all staff, wherever you work and whatever your role.

We are a confidential low-level and informal way of resolving problems and addressing concerns. If you’re not sure whether this is the place to bring your issue, an initial chat will sort that out and may give you information about other sources of assistance.

You don’t need to be seeking mediation in order to make contact – most people just want a safe, confidential place to talk about their issues. For some that will mean proceeding to mediation and for others it won’t.

We focus on relationships between members of our community. Most people contact us directly and there is no concern too small or too big to discuss.

If you are responsible for staff or students you can contact the mediator for confidential advice and you can suggest that they can meet with the mediator to discuss their concerns. Coming to talk to the mediator or to a contact person does not commit a person to further action – the individual is in control of their choices at all times.

• Who can use the services?
• How can we help?
• About us
• About conflict resolution
• About mediation
• About the Ethical Behaviour Policy
• Frequently asked question

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University of Auckland

Mediation and Harassment Policy

Mediation

The guiding principle adopted by the University of Auckland is to encourage individuals to work together to resolve their disputes or disagreements. To facilitate this it may be helpful to seek assistance from the Mediation Service. Mediators assist people to have difficult conversations with each other by facilitating a process which is focused on clarifying what the problem/s might be and finding mutually acceptable solutions. If a problem or dispute has arisen discussing it with the mediator sooner rather than later is likely to increase the chances of a satisfactory outcome.

The University of Auckland provides a mediation service accessible to all members of the University Community, including academic, general and management staff and by students. This service is free, private and informal.

Harassment

The University is a large and complex community made up of diverse groups of people from many different backgrounds. The University is committed to providing an environment which is free from harassment and discrimination but sometimes difficulties with another person’s behaviour or attitudes may arise. If behaviour is serious, ongoing, unwanted, or offensive, and the person has been asked to stop but they continue, it may be harassment.

Discrimination and harassment are unethical as well as illegal and therefore there are procedures in place to investigate and deal with such matters. In the first instance the mediator can assist by listening and discussing options. Anyone who considers they have experienced harassment is encouraged to contact the Mediation Service.

 

Student Learning and Research Grievances

If a grievance or dispute or problem arises between a student and their supervisor/s it is recommended that this is addressed as soon as possible. The University considers that in the first instance, attempts should be made to resolve any dispute in an informal way if possible. The rationale for this is the efficient and timely handling of any problems.

Informal processes include raising the matter with the other person/people or approaching the Departmental Postgraduate Advisor or HOD or by approaching the University’s Mediation Service.

It can also be helpful to consider the suggestions available in Resolution of Research Problems (PDF).

Where a student considers that it is advisable to use an advocate for assistance in dealing with the matter/s, they should approach the AUSA or WAVE representatives (www.ausa.auckland.ac.nz/WAVE/advocacy.html) or alternatively bring a friend or support person to any meeting.

All informal attempts to resolve any issues are in confidence and are free for all staff and students of the University. If informal processes are unsuccessful, any entitlements to more formal resolution are preserved. The formal processes are also set out in the links to Postgraduate Policies and Guidelines or are available from the ClockTower Student Information Service or from AUSA and WAVE.

 

Mediacja akademicka na uniwersytecie kanadyjskim

Mediacja akademicka na uniwersytecie kanadyjskim

University of Windsor Mediation Services

Mediation Services

University of Windsor Mediation Services provides mediation, facilitation and conflict resolution training to Windsor-Essex community members as well as University staff and students. 

Mediation is a confidential alternative to resolving your dispute, provided free of charge to individuals in the community. The people having a conflict meet together with a mediator and talk about the issues they are having with the hopes of solving the dispute. The mediator does not give legal advice or make decisions for the parties. Instead, the mediator helps the parties talk about their issues in a safe, productive way.

Every mediation session is different, depending on the needs of the parties. In general, mediation is cheaper and faster than going to court, and people can preserve or improve their relationships. Although anyone can have a lawyer or representative present, it is not required. 

At Mediation Services, disputes are mediated with the director and upper-year law and social work students. Although our mediators are trained, they will not offer legal advice or make any comment on the merits of a party’s position. Instead, we focus on helping parties have a constructive, practical discussion about the issues in dispute. 

History
University of Windsor Mediation Services was founded and established in 1995 by Dr. Julie Macfarlane. Dr. Macfarlane continues as the Faculty Advisor. The day-to-day operations of Mediation Services are handled by the director, professional staff, law and social work student interns. 

Mediation Services began as an extra-curricular pilot project of the University of Windsor Faculty of Law. It was the first community mediation service in the Windsor-Essex County area, and the first clinical mediation training program in a Canadian law school. The pilot project initially offered training in mediation skills to law students, through a series of weekend workshops. The next step sought to offer these students an opportunity to practice their new skills in a clinical setting. As no community mediation service had existed in Windsor since the early 1980’s, Mediation Services was established to fill these twin needs – to provide clinical experience in mediation skills for law students, and to provide an accessible mediation service to the Windsor community. Today, Mediation Services is a permanent and much larger operation. 

Founder and Faculty Advisor 
Dr. Julie Macfarlane is the Faculty Advisor and founder of Mediation Services. Dr. Macfarlane is a full professor at the Faculty of Law, University of Windsor. Dr. Macfarlane also devotes her time to her consulting practice which offers conflict resolution service, training, facilitation and systems design for a range of public and private sector clients. 

Director
Lynne Pearlman is the Director of Mediation Services and a sessional lecturer at the Faculty of Law. She received her LL.B. and LL.M. from Osgoode Hall law school.

Mediation Services’ Community Advisory Board
Mediation Services’ Community Advisory Board is made up of community volunteers from the Windsor-Essex area. The Board is responsible for long-range and strategic planning for Mediation Service.The Board provides a wide range of community perspectives to ensure Mediation Services operates to the best of its ability in the interests of members of the community and students, in accordance with organizational goals. 

Mediation

University of Windsor Mediation Services offers free or affordable mediation to members of the Windsor-Essex community AND University staff and students….