STORY IDEAS FOR THE PRESS

Also: Review ACR Press Releases

ACR can provide the media with information and resources on a variety of topics including:

• Teaching Conflict Resolution in Schools/ Anti-bullying Programs
  

• Mediating Family Disputes
  

• Conflict Resolution in the Workplace
  

• Alternative Dispute Resolution in the Courts
  

• International Crisis Negotiation and Resolution
  

• Advancing the Field of Conflict Resolution
  

• Using "Round Table" Discussions to Help Groups Reach Consensus

For media interviews, contact Audrey Rothstein at arothstein@ACRnet.org or 202-464-9700, ext. 209.

Teaching Conflict Resolution in Schools/Anti-Bullying Programs

As violence and shootings continue to plague our nation's classrooms, more and more schools are turning to the principles of conflict resolution to help young people resolve conflicts peacefully. Thousands of public schools now have some type of conflict resolution and/or violence prevention program. These programs take a variety of forms including efforts to address the problem of bullying, integrating conflict resolution ideas into curricula, using role play to help young people practice alternative responses to conflict, and training young people to serve as mediators with their peers. All programs are designed to create a positive environment where students feel safe and welcomed and able to resolve their differences without violence. These programs not only foster safer schools, but also impart positive values and skills (appreciating differences, active listening, empathy, impulse control, anger management, etc.) in the next generation of adults. Some studies also suggest that participation in conflict resolution programs increases academic performance. For example, a study of 20 Cleveland elementary schools with peer mediation programs showed higher test scores on proficiency tests, increased attendance, and fewer suspensions than schools without mediation programs. Educators believe that the peer mediation programs contribute to increases in students' academically-relevant skills and their comfort level in school. Conflict resolution programs are also becoming more common at the college level, with more than 220 colleges and universities now using campus-based mediation programs to address student, faculty and community disputes.

Mediating Family Disputes

Family mediation services help solve conflicts in the most basic and important unit of our society and provide an important alternative to the traditional adversarial approach. Services include divorce mediation, negotiation of pre-nuptual agreements, post-divorce mediation to resolve parenting issues, assistance with disputes over wills and estates, elder care concerns, and many other issues. As families, lawyers, and other professionals become more familiar with the process of mediation, many are voluntarily turning to mediators to help them with their disputes. Many court systems also now require couples contemplating divorce to seek mediation before resorting to the courts. One significant benefit of mediation is that, unlike a court action, the disputing parties retain control of the process and the outcome. The mediator facilitates a discussion between the parties that allows them to choose their own agenda and create their own agreements. Unlike arbitration, the mediator does not make any decisions about the outcome. The mediator remains impartial at all times and guides the parties through a process that involves gathering information, framing the issues in a neutral context, developing options, negotiating, and formalizing agreements. At any point, if one party is not satisfied with the mediation, he or she can withdraw from the process and pursue a remedy elsewhere. Any discussions or documentation prepared during mediation is normally confidential and cannot be disclosed during a subsequent legal proceeding. Family mediators represent a substantial portion of the ACR membership and come from a variety of backgrounds including law, social work, counseling, ministry and other areas.

Resolving Conflicts in the Workplace

American society is experiencing an explosion of workplace litigation. Over the past ten years, lawsuits involving employment discrimination filed in federal court have risen by 300 percent. Charges of discrimination filed by individual workers with the Equal Employment Opportunity Commission (EEOC) have increased 44 percent. Generally, this litigation involves statutory discrimination due to race, sex, age, handicap, and sexual orientation.

Facing this tidal wave, more and more companies are turning to alternative dispute resolution (ADR) to resolve these conflicts out of court. Many are taking a two-fold approach that involves resolving current litigation through the use of mediation and arbitration while also attempting to prevent conflict from ever becoming litigation through the use of workplace conflict resolution systems. Mediation refers to the voluntary process of using a neutral facilitator to help parties reach their own settlement. Current research indicates that over 90 percent of all major American employers have used mediation to resolve their employment conflicts. Unlike mediation, arbitration gives decision-making power to the third party neutral. The parties must abide by that decision and there is little opportunity to appeal the decision. More than eight percent of American workers are now bound by arbitration agreements as a condition of their employment.

The mandatory element of employment arbitration is very controversial. Some observers believe this new approach to employee relations saves time and money, improves productivity and creates better working relationships. Others see it as an infringement on an individual's constitutional right to a jury trial. The EEOC and the national plaintiffs bar feel these programs are unfair and represent unwise social policy. The laws are still shifting on this issue, but the Supreme Court appears committed to allowing arbitration as a condition of employment.

An increasing number of companies are trying to create conditions within the workplace that help people resolve their problems quickly and without outside intervention. These employee dispute resolution systems channel employee conflict in constructive directions and encourage early resolution. The policies are integrated into the corporate culture and use a variety of approaches, including hot-lines, peer review panels, mediation, and arbitration to resolve disputes. Current research indicates that about 10 percent of American employers have implemented such internal systems.

Alternative Dispute Resolution in the Courts: Is Justice Being Served?

Over the past 25 years, many courts have integrated Alternative Dispute Resolution (ADR) processes into their system of justice. If you bring your dispute to family court, small claims court, general civil courts or a court of appeal, you may be required to first try to solve that dispute outside of the court room. For example, a judge may tell a divorcing couple to schedule some sessions with a mediator and try to resolve their differences. Only if the couple is unable to reach an agreement through mediation will the judge allow them to air their disagreements in court. Members of the public often have many unanswered questions about how ADR may impact their lives.

• What's the difference between mediation, arbitration, neutral evaluation, and summary jury trials?
  

• Should ADR be mandatory?
  

• What criteria are used in choosing a method of ADR and who makes the decision?
  

• Who pays? Does it really save time and money?
  

• What kinds of cases are appropriate for ADR?
  

• What roles do attorneys and judges play in the process?
  

• What ethical dilemmas arise in court-based ADR programs?
  

• What are the research findings on court ADR? Does it work?
  

• What steps can court ADR programs take to ensure provision of first-rate mediation services?

International Crisis Negotiation and Resolution: Experts in Conflict Resolution Offer NewPerspective on Terrorism

We've heard extensive reporting about the possible military, economic or political actions that will defeat terrorism and restore peace and justice to our fractured world. But we also need to hear from the professionals who specialize in conflict resolution – the mediators and negotiators who study the nature of conflict and solve disputes for a living. Beyond the immediate issues of war and peace, we need to think about approaches to the underlying conflicts that exist between Islamic and Western worlds. Conflict resolution professionals learn to look at seemingly intractable problems and find small openings that can lead to resolution. They understand the importance of language and choose their words carefully. They identify areas of common ground and define issues so that the framework includes the perspectives of both parties. They encourage parties to acknowledge their fears and feelings, as well as their opinions and grievances. These and other "principles" of conflict resolution seem to be lost in the discussions about how to respond to the current crisis. While it is important to bring Bin Laden to justice, that alone will not bring an end to terrorism. There are no quick-fix answers, but there are some actions that might begin to shift our thinking in positive ways and, perhaps in time, even create solutions. For example:

Analyze Needs, Interests and Values – We need to try to understand the needs, interests, and values of all parties involved – including the Islamic masses, Islamic fundamentalists, the US government, and the US people. Are there historical forces hindering a resolution? Are people unable to overcome basic value differences or is it more important for them to assert their values than to resolve the conflict? Unless we address these types of questions and understand the root causes of fear and hatred, terrorism will only grow and become more lethal.

Avoid Labeling People as Evil or Crazy -- A key to understanding impasse is to accept that from some vantage point it makes sense. It may be hard, but we must try to understand what is really happening. Depicting impasse as stemming from insanity or immorality is a way to avoid looking at the real sources of the problem.

Negotiate –We should be willing to negotiate with everyone. The question is not whether we should negotiate or not, but with whom, how, and toward what end.

Citizen-to-Citizen Diplomacy -- We need to create more people-to-people, and organization-to-organization exchanges with the Arab world. These kinds of programs helped to dispel stereotypes and alienation between American and Soviet citizens and contributed to the end of the Cold War. It can happen again with the Arab world.

Advancing the Field of Conflict Resolution

The Association for Conflict Resolution was created in 2001 by the merger of three previously separate organizations -- the Academy of Family Mediators, the Conflict Resolution Education Network, and the Society of Professionals in Dispute Resolution. The rapidly changing field of conflict resolution faces many challenges -- from educating the public about the field, to developing standards and credentials for practitioners, to resolving on-going debates about issues such as confidentiality or whether or not a law degree should be required to practice alternative dispute resolution. Separately, each of these organizations had a limited voice in discussions on these and other policy issues. With a combined membership now of over 6000 members, ACR is poised to play a key role in the professional development of its members and in advancing the field of conflict resolution worldwide. ACR leaders are available to discuss the new organization and issues facing the field.

Using "Round Table" Discussions to Help Groups Reach Consensus

A variety of Alternative Dispute Resolution techniques can be used to help groups of people resolve complex conflicts and make difficult decisions about integrated planning. One of the most effective and widespread techniques is the "round table" model of group facilitation.

North American Tribal Councils and the Quakers have used this model in an informal way for years. During the past decade, this method of negotiation has also become popular among community groups, nongovernmental organizations, neighborhood associations, public advisory groups, regulatory agencies, caucuses, clubs, companies, and many other groups.

The dialogue process among the volunteer members follows a common-sense sequence that consists of consensus decisions and includes 1) articulating a vision 2) setting an agenda 3) analyzing issues 4) brainstorming for options 5) evaluating options, and 6) making a final decision that is binding on the members. A neutral facilitator leads discussions by posing guiding questions, keeping the group focused on one issue at a time, and helping people evaluate the options to find common ground.

The process provides several major advantages, such as open and meaningful access for large numbers of participants, speed, focus on commonality, instant accountability and stakeholder support for the final decision. ACR speakers discuss the types of conflicts that can be resolved using round table discussions and explain both the basic principles and operational details of how to conduct this method of conflict resolution.