Mediation & Restorative Support

Building the skills and practices that help people and teams thrive.

We offer workshops, microlearning, educational modules, and tailored learning opportunities that strengthen intercultural capacity, communication, leadership, and workplace relationships.
Topics may include:
• Intercultural communication and navigating differences
• Building trust, psychological safety, and respectful workplace relationships
• Recognizing and responding to microaggressions and other harmful interactions
• Navigating difficult conversations and addressing conflict constructively
• Understanding the influence of identity, power, and organizational culture on workplace experiences
• Inclusive leadership, team dynamics, and collaborative problem-solving
• Giving and receiving feedback with care and accountability
• Bystander awareness and responding constructively when harm occurs
• Strengthening connection, belonging, and employee well-being

Offerings can be customized to meet the needs of departments, colleges, divisions, and leadership teams.

Creating space for understanding, constructive communication, and a path forward.

Workplace conflict can affect trust, collaboration, morale, and a person's sense of belonging. Differences in communication styles, expectations, identities, perspectives, or approaches to work can sometimes lead to misunderstandings, strained relationships, or interactions that cause harm.

When appropriate, the Office of Community & Belonging offers non-confidential mediation and facilitated dialogue to help faculty, staff, and students address workplace concerns, communicate more effectively, and explore possible ways forward.

These services may be helpful when navigating:
• Interpersonal or team conflict
• Intercultural misunderstandings and communication challenges
• Intergroup tensions or differences in perspective
• Concerns about microaggressions or disrespectful interactions
• Strained workplace relationships and breakdowns in communication
• Differences in expectations, collaboration, or team dynamics

Important: Information indicating a threat or risk of harm to yourself or others or information disclosing conduct that must be reported under applicable requirements, the appropriate campus officials or response processes may need to be engaged. This resource does not replace formal reporting, investigation, or resolution processes through the Office of Equity and Compliance, Employee/Labor Relations & Compliance, or other designated university offices. If you are uncertain whether mediation is appropriate, you are welcome to reach out to discuss the service, its limitations, and potential next steps.

If you are unsure whether mediation is the right resource for your situation, you are welcome to reach out to discuss the service, its limitations, and possible next steps.

Acknowledging harm, strengthening accountability, and supporting meaningful change.

When harm occurs, moving forward requires more than putting an experience behind us. Restorative approaches, when appropriate, create opportunities to acknowledge impact, take responsibility, identify meaningful steps toward repair, and rebuild healthier working relationships.

Depending on the circumstances, restorative efforts may include:
• Acknowledging experiences and impact: Creating space to recognize how an interaction or situation affected individuals, relationships, or the broader team.
• Supporting accountability: Helping individuals or groups reflect on their actions, understand their impact, and identify appropriate steps toward repair.
• Identifying meaningful repair: Exploring what those affected need, what commitments are possible, and what actions may help address the harm.
• Rebuilding trust and working relationships: Establishing clearer expectations, communication practices, or agreements that support healthier future interactions.
• Supporting sustained change: Identifying follow-up actions and opportunities to reinforce learning, accountability, and a more respectful workplace culture.

Restorative efforts are not about forcing reconciliation, requiring forgiveness, or expecting those who have experienced harm to assume responsibility for repairing it. They recognize that meaningful progress requires appropriate accountability, attention to impact, and a commitment to change.