As you can imagine, we get asked a lot of questions in this industry. Below, you will find some of the questions that we have received. If you have a question that you don’t see listed, please feel free to contact us here and we will answer your question and add it to our library! Thank you!

About Restorative Justice Practices

  • Check out our page on restorative facilitation here to learn all about how a restorative process works in practice.

  • Restorative processes are highly flexible and adaptable to the situation at hand and the needs of participants, and so they can be varied in many ways from case to case. Read our blog where we explore the differences further.

  • There are some key criteria that need to be present in order for a restorative approach to be the right fit. The most essential is that it should not cause any further harm. It also requires voluntary participation, and a willingness for app parties to take responsibility for the impact of their own actions. Participants must be able to listen to another’s perspective that may differ from their own, and should be open to repairing any harm they may have caused (even unintentionally).

    Restorative approaches are not appropriate if someone is not taking responsibility, if parties feel forced to participate, or if there’s an unmanageable risk of harm occurring from the process itself.

  • We hope that value can be found in the building of understanding and experience of deep listening that comes from a restorative process, even if a tangible outcome is not reached. However, follow-up and follow-through is essential for authentic repair. If at the end of a restorative process, parties do not feel the matter is resolved, alternative processes might be needed (like a different type of ADR, such as issue-focused mediation, or an investigation to determine responsibility, or sometimes a more traditional process may be required). Going through a restorative process does not preclude you from taking further action later, if required.

  • We find that face-to-face processes are the most powerful, and most transformative (and also the most efficient). We work with you to make sure you feel safe to engage in that, and can make many types of accommodations to increase safety (support people, comfort items, specific plans for location, timing, etc can all help). However, we understand that it’s not always possible or doesn’t always feel right to meet face-to-face.

    We can support a variety of options, from online meetings, facilitated letter writing, video exchange, or a method of your choosing. It’s your harm, your relationship, your story - so we work with you to identify the best process for you.

  • No, certainly not. Forgiveness is deeply personal, and can come on its own time (or not at all). Restorative approaches seek to build understanding, acknowledge harm, and find repair. But forgiveness is up to you.

  • Yes, we do. We don’t turn away cases based on the type of harm someone has experienced. Instead, we speak with the participants to talk through suitability for their specific situation. In some cases of sexual harm, the police may be better suited, or we may recommend therapeutic support as a first step. But, if all suitability criteria are present, we are honoured to support participants for this type of situation.

About Workplace Conflict Resolution

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  • First, it’s important to reflect and acknowledge what role (if any) you might be playing in supporting, encouraging, or enabling toxicity.

    Do you have influence to behave as a model of the behaviour you wish to see instead?

    It is possible to change a group culture - we do this through intentional whole group norms setting sessions, alongside private facilitations if there are interpersonal disputes impacting the wider team.

  • When we don’t get along with someone, it can be easy to feel like we’re bullied. The problem with this framing is that we’ve never met anyone who claimed to be a bully. Rather than label it with this term, we encourage participants to describe the types of behaviour, and focus on its impacts. This can give the person doing the ‘bullying’ tangible examples of ways they could change their behaviour, and why.

    Of course, remember, that any restorative process requires participants’ to take responsibility for the impacts of their behaviour. If the ‘bully’ isn’t doing that, you may need to pursue another way to get the behaviour to stop (like requesting an investigation). We can help you think through your options before you commit to any specific pathway.

  • The startup ecosystem is unique, and can be fragile. Conflict in early stages can torch an otherwise great idea, and can sour opportunities. A restorative approach can be essential for maintaining relationships and repairing them - you can’t afford to waste time, energy, and money on a fight. We can help you identify your needs, the organisation’s needs, and the underlying causes for the conflict you’re experiencing, and can then help chart a path forward - without causing any further harm.