The world is watching one of the most divisive periods in American history.
Civility, respect, understanding, and the willingness to listen. These are core conversational virtues that are universally appreciated.
There are times many of us interact in ways we’re not very proud of.
Many couples regard their relationship as a source of comfort, reassurance and identity.
During past eight months, due to the coronavirus pandemic, mediators, lawyers and clients have experienced something once inconceivable: Almost all mediations have been conducted remotely.
After 28 years of marriage, you wouldn’t be surprised to hear me say my husband I and get into arguments, at times.
The inaugural ODR journal: Opening Ways of Knowledge for Hispano America.
Promoting the Mediators Green Pledge is now the purpose of a new WoMACC site. It seems to be one way to commit to our future. I invite you to sign up to the Green Pledge and to promote it to those you know and work with.
This article discusses new opportunities for cross-border mediation, collaboration and dialogue.
This article addresses internal and external skills for mediators to use during this time of Covid-19, to raise awareness of internal biases, and shift those biases in order to skillfully mediate for our clients.
Before the pandemic, losing your internet connectivity was frustrating; now, losing connectivity can truly be detrimental to your health and safety. This article proposes a new model for redress where independent ombudspersons help consumers get fair redress for lost connections, enabling equitable outcomes and leveling the playing field.
As part of our special series for Conflict Resolution Month this October, this is our second article where we have highlighted the following research institutes and think tanks across the world.
This article will provide a brief overview of the current status of Online Dispute Resolution (ODR) in India by examining the opportunity and challenges the ODR brings and faces receptively in India.
I invite those of us who are doing work in Black Lives Matter to consider the neuroscience effect of these conversations.
How we engage in conflict and resolve disputes depends on a range of factors.
This document will analyze a conflict scenario with respect to the conflict’s candidacy (suitability) for mediation.
Is mandatory mediation training in India too late?
The purpose of this paper is to consider how it is possible to improve the current mediation training in England and Wales.
They said it couldn’t be done. I said it couldn’t be done. Six months ago, this would have been unthinkable.
Examines the outcome of the CJEU’s decision known as Schrems II from the perspective of mediation service providers and mediators. Proposes practical steps in which the results of Schrems II may be addressed. Reviews the emerging responses of Data Protection Authorities in Europe and the USA.
The Role of Restorative Practices in Effectively Addressing Gender Discrimination and Harassment in the Workplace
Numerous federal and state laws prohibit gender discrimination and harassment in the workplace. Under Title VII of the Civil Rights Act of 1964 and state antidiscrimination statutes, an employer must not impose adverse employment actions or otherwise discriminate against individuals based on gender.
As the world continues to grapple with racial injustice and unrest as masses of people from all ethnicities protest in the streets, this article examines the subliminal influence of historical racial symbols and practices namely, statues and monuments, slave plantation sites and tours, market houses where slaves were sold, and street names that bear the scars of slavery.
In the US, and in different ways in countries around the world, we are now facing five, and perhaps six significant crises, each with its own distinct set of conflicts.
The National Association for Community Mediation discusses the importance of having a vulnerable vision, and standing up for it.