WHAT

Restorative approaches to conflict resolution focus on relationship-building to repair, restore or transform the relationship between the parties to the conflict. Restorative circles relied upon to address human rights violations (and in some instances, harassment) have the potential for long-lasting impact, transformation and healing of the harms associated with the conflict or complaint. Typically, the facilitator will meet with the parties separately to understand the harms, the needs, the impact and what they need in order to heal, move past the harm and/or resolve the complaint. This may require more than one individual session with the parties. When ready, the parties come together to have a facilitated discussion and collaborate to resolve the harm, repair or transform the relationship and restore balance among the parties; typically, resulting in the resolution of a complaint and/or conflict.

For harassment complaints, a fact gathering component may be required including, a finding on whether or not harassment occurred. This does not, however, prevent the restoration of harm or the relationship alongside the investigation.

In some workplaces, it might be appropriate to conduct a larger circle with employees to provide a space to discuss important issues impacting staff. If there is tension or issues festering in the workplace from historical issues or past employees, a workplace facilitated or circle discussion may help defuse the situation and bring light to what is still lingering or needs to be addressed for employees to move forward and the work environment to be healthy.

WHO

Restorative sessions for conflict resolution include, the restorative facilitator and the parties to the conflict. The parties must willingly volunteer to participate and the respondent (or both parties depending on the circumstances) must be open to accepting accountability or responsibility for any harm caused. In the workplace context, it may be sufficient to have the respondent willing to resolve the complaint with a reasonable justification, for example. Where appropriate, other individuals impacted by the harm (i.e., co-workers, family members and/or community members) may participate with the consent of the parties and facilitator. Support persons may also be valuable and appropriate depending on the circumstances.

WHY

Restorative processes allow the parties to come together and share how they have been harmed and impacted by the impugned behaviour. It fosters a collaborative approach to resolve the conflict in a manner that allows everyone the opportunity to be heard, understood and respected. A successful restorative circle will result in a restoration of the relationship, repair of the relationship or transformation of the relationship. Typically, all parties achieve some sense of meaningful healing, transformation or other benefit from having participated in the process. In the workplace context, this allows the parties to continue to work together in a healthy and harmonious way, prevents further harm, harassment, conflict or discrimination and may have the effect of resolving the complaint amicably.