Ethics and the Mediation Community

What does it mean to think communally about mediation ethics? It’s tempting to conceive ethics as a set of abstract rules or principles formulated by experts and then imposed from above. However, another way to think of ethics is as the product of a dynamic, community oriented process. Experienced mediators who seek to adopt an ethical attitude to their practice will notice patterns in their approaches to various disputes. Reflection upon these patterns then supplies the foundation for formulating general guidelines that arise organically from the process. This approach to identifying principles of mediation practice treats these principles are subsidiary to the situational nature of ethical judgments.

The model of mediation ethics sketched above is community oriented, rather than individualistic. This is because it recognises that the source of meaningful ethical guidelines lies in the accretion of experience in different mediation contexts over time. Mediators, then, can learn not just from their own practice, but from the experiences of others who accept the same general ethical outlook. Mediation ethics depends on the sharing of principles and guidelines throughout the mediation community. This makes full use of the store of knowledge reflected in the diverse experiences of mediators.

The community oriented model of ethics outlined above points to the importance of recognising mediation as a profession with its own specialties. This applies not only at the general level of recognising the distinctiveness of mediation, but also at the level of recognising the particular challenges that arise in, say, family mediation and allowing a store of knowledge to arise about the ethical guidelines applicable to family mediators. It may be that beyond the overarching value of party self-determination, different forms of mediation will generate quite different guidelines for ethical practice.

I do not mean to suggest there is anything radical or groundbreaking about this model. Indeed, I think it describes what already happens on an organic basis. However, the organic nature of ethics is not always fully appreciated. This results in the adoption of abstract principles that can distort or mask the evolved character of the guidelines practitioners actually follow. A mature model of mediation ethics will not hide the complexities of mediation behind the veneer of impartiality. It will embrace those complexities and challenge itself to develop ethical guidelines that can cope with them.

I’ve written previously about the evolution of ethical and legal judgments in my chapter on ‘Pre-Reflective Law’ in Maksymilian Del Mar (ed), New Waves in Philosophy of Law (Palgrave Macmillan, 2011), as well as other publications. I’m interested in exploring further what this means for mediation theory and practice.

Career opportunities in dispute resolution, Sydney

Two outstanding career opportunities have come up in Sydney:

A new role as General Manager for LEADR   described in the position description in the following terms:

The GM (Aust) will be responsible to the CEO for managing the day to day operations of LEADR in Australia, will contribute to projects that have Australasia-wide application and will assist in identifying opportunities and relevant developments. The GM (Aust) will also work collaboratively with member committees and an energetic team to deliver a range of services to members, to raise business and community knowledge about ADR, to influence government and statutory authorities to promote the use of ADR and to encourage the continued development of ADR standards.

The Parramatta Community Justice Centre is also advertising a range of full and part time mediation advisors.  Again, from the position description:

Mediation Advisors are the first point of contact for clients and referrers seeking information regarding CJC services.  Mediation Advisors are responsible for assisting clients and referrers with their enquiries maintaining a high standard of individual client data entry and working as part of team.

Indigenous people’s experience of multiple legal problems and multiple disadvantage

An interesting and valuable working paper has been published by the  Law and Justice Foundation of New South Wales, titled “Indigenous people’s experience of multiple legal problems and multiple disadvantage  — a  working paper.”

The working paper is based on data gathered in 2008 and published in the 2012  Legal Australia-wide Survey, which was self-described as a “comprehensive quantitative assessment across Australia of an extensive range of legal needs on a representative sample of the population. It examines the nature of legal problems, the pathways to their resolution, and the demographic groups that struggle with the weight of their legal problems.”

It revisits some of the 2008 data on the legal problems experienced by indigenous people, exploring the connections in more detail.     Table 1 (pasted below) encapsulates the key dilemma for indigenous people:  being indigenous statistically doubles your likely number of legal problems if you are female, and nearly triples them if you are male.  And, it doubles your number of substantial legal problems, which are defined as problems having a moderate to severe impact upon daily life. (See the survey report, page xvi).

Table 1 UJ36

Combine this with systemic socio-economic disadvantage,  and a lack of accessible legal infrastructure, it is clear that there is a desperate need for resources to be put into indigenous legal services.   As the report itself concludes, “The heightened vulnerability to multiple legal problems that occurs at an earlier age for Indigenous people, and continues through to middle age, may be yet another marker of the ‘wicked’ nature of Indigenous disadvantage in Australia.

The full report is online at http://www.lawfoundation.net.au/ljf/site/templates/UpdatingJustice/$file/UJ_36_Indigenous_multiple_legal_problems_and_disadvantage_FINAL.pdf

If it takes a village to raise a child, how do we get back to the village?

Interesting new discussion chain from the Conflict Coaching Guild on Linked In. The two themes remind us to think about what and how schoolchildren are learning about ADR. If we are being seen to promote connectedness across the ADR field (and I assert that is an important role for ADR professionals), what are we doing to influence what children learn? The chain also investigates ongoing communication challenges and skills training necessary to meet them.