INTERVENTION STRATEGIES

There is a continuum of intervention strategies. Beginning with the most informal and moving up the line in terms of formality:

One-on-one conversation
The target discusses the matter with the other party. Preparation for this conversation might include: jotting down key points, preparing an outline or script, rehearsing it in front of the mirror, role-playing it with a third party.

Conversation chaired by a third-party
In cases where the target feels too intimidated to have this conversation one-on-one with the aggressor, it may be appropriate to have a neutral third party be present to chair the meeting. This chairing role is used to safeguard air time for each of the parties, to paraphrase where needed, and to manage the stress of the situation in a way that enables them to engage in honest dialogue.

Third party intervention
At this level, the target chooses not to be present, and to let the third party speak on their behalf. In this process, the third party becomes a go-between.

Facilitation
This approach acknowledges that bystanders are also impacted by the conflict, and opens up the conversation to include them. The facilitator may use a variety of techniques (inviting certain kinds of individual reflection, sharing in pairs, and small group discussion, for instance) to bring the issues to the surface. There may be training components. Participants may be invited to analyze and problem solve short scenarios based on the issues that have arisen in the workplace. The group may be invited to brainstorm and build consensus around ground rules for their future interactions.

Mediation
The first phase of this is a diagnostic process, entailing interviews with each of the parties to determine whether mediation is a viable strategy. Next, the process is explained to all of the parties, and they are asked to confirm their willingness to enter into mediation in good faith. Only
then is mediation carried out. Mediation is not possible where a significant power differential exists or when violence has been involved.

Formal complaint and formal investigation
Formal investigation is usually requested on one of the following grounds:

Personal harassment
Sexual harssment
Abuse of authority
Poisoned work environment
Discrimination
Some jurisdictions also recognize psychological harassment

Provide appropriate support services

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