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1 ADR Update | Summer 2017
ADR UPDATE The ADR Institute of Ontario’s Newsletter | Spring / Summer 2017
With contributions from: ADR Atlantic Institute, ADR Institute of Saskatchewan, ADR Institute of Manitoba
Featuring
President’s Message
Getting Conscious about
Unconscious Bias
The Mediator as Eternal
Optimist
The Tricky Business of
Co-Mediation
Gender Diversity,
Unconscious Bias and
Mediation
The Latest News,
Announcements, Events
and Much More!
2 ADR Update | Summer 2017
PRESIDENT'S
MESSAGE BY
JENNIFER BELL,
C.Med
The release of the Spring/Summer
issue of ADR Update marks the
halfway point of 2017 and I am
proud to say that it has been an
eventful and productive year so far
for ADRIO. With the dedicated work
and committed support of our
members, staff and volunteers,
ADRIO proactively took on several
initiatives to improve your
membership experience, including:
• A New Website that is
mobile friendly and has
much easier navigation
• A Member Resources page
that allows you to
conveniently view exclusive
member benefits in one
place
• New Insurance programs,
including Health and Dental
and Auto and Home
insurance plans
• The inaugural ADRIO Pub
night, which was attended
by over 50 guests
Certainly, one of the highlights of
2017 so far was our 32nd Annual
General Meeting and Professional
Development Conference. On June
8th, we welcomed a full house of
120 attendees for an exciting day of
learning and networking. Along with
a morning presentation by Katie
Robinette, Executive Director of
Healthy Minds Canada, and a
keynote session by Susan E. Opler,
Toronto Ombudsman, we had
workshops that illuminated a variety
of topics related to Mental Health
and ADR, including: polarized
thinking, unconscious bias and
indigenous approaches to conflict
resolution.
I offer my sincere thanks to the
2016-2017 Board of Directors for
these amazing accomplishments.
Without you, none of this would have
been possible. I would also like to
congratulate and welcome the new
2017-2018 Board, including newly-
elected members Marvin Huberman,
Joan Cass and Blaine Donais. I look
forward to supporting their efforts to
strengthen the entire ADRIO
community. A full list of the new
board is on page 3.
Building on the success of our
conference on June 8th, we
encourage you to participate in and
share with your network the following
upcoming fall events:
• Sept 27: Beyond Ground
Rules – FREE!
• Oct 12: Med-Arb: Efficiency
or Justice Compromised?
• Oct 25-26: High Conflict in
Groups: Issues, Processes
and Practices
• Nov 6-10: Advanced
Workplace Restoration and
WFA Certification Training
• Nov 7: Using the Conflict
Dynamics Profile®
Instrument as a Coaching
Tool - to Improve Awareness
– FREE!
• Nov 18: Civil Procedure
Workshop for Non-Lawyer
Mediators
• Dec 5: ADRIO Meet & Greet
We are also working earnestly to
plan events outside the Greater
Toronto Area. Please contact the
ADRIO office if you are able to
support an event in your local area.
In the second year of my presidency,
I will continue my focus on improving
ADRIO’s governance and committee
structure. I encourage you to keep
an eye out in the ADRIO Member
Bulletin for opportunities to get
involved in committees and
specialized working groups
Finally, you will notice as you flip
through the pages of this issue that
ADRIO has introduced a fresh look
to ADR Update. This new layout is
designed to enhance your
readership experience with more
visuals and a cleaner format. In this
issue, you will find more details on
our upcoming events and programs,
as well as articles exploring co-
mediation, unconscious bias,
optimism and ADR, and much more.
In closing, I would like to wish all our members good health, happiness and success in your careers as we welcome this much desired, and deserved, summer weather. Jennifer Bell, President ADR Institute of Ontario
Register for 3 paid 2017
PD events and get a free
ticket to ADRIO’s Meet
‘n’ Greet in December.
Details:
adr-ontario.ca/meetgreetfree
3 ADR Update | Summer 2017
Contents
President's Message by Jennifer Bell, C.Med
...................................................... 2
Getting Conscious about Unconscious Bias
by Suzanne Sherkin, Q.Med .................. 4
The Mediator as Eternal Optimist by Mitchell
Rose, C.Med ..................................... 8
The Tricky Business of Co-Mediation by
Serena Yun, B.B.A., PMP* ................... 10
Gender Diversity, Unconscious Bias and
Mediation by Angela Bradley, B.Sc., J.D.. . 14
Newsletter Committee
Chair: Robyn Jacobson, B.Comm., LL.B.,
LL.M., Ph.D.
Members:
Barbara Benoliel, Ph.D., Preferred Solutions
Inc.
Lawrence Herman, C.Med, Mediator and
Principal, Herman Mediations
Jennifer Schulz, B.A., LL.B., M.Phil., S.J.D.,
University of Manitoba, Faculty of Law
About
The ADR Atlantic Institute, ADR Institute of
Ontario, Inc., ADR Institute of
Saskatchewan, Inc. and ADR Institute of
Manitoba, Inc. are regional affiliates of the
ADR Institute of Canada. They are non-
profit, private organizations established to
provide leadership in the promotion of
alternative dispute resolution for ADR
professionals and users of ADR services.
The opinions expressed by the various
authors in this newsletter are not necessarily
those of the ADR Institute.
Congratulations to the New Board of Directors!
2017-2018 Executive:
• Jennifer Bell, C.Med
(President)
• Enzo Carlucci, C.A.,
C.B.V. (Treasurer)
• Adam Fox, B.A., M.A.,
J.D., C.Med (Secretary)
• Pramila Javaheri, B.A.,
C.Med (Vice President)
• M. Kathryn Munn, LL.B.,
Cert.ConRes., C.Med,
C.Arb (Past President)
2017-2018 Directors:
• Angela Bradley, B.Sc.,
J.D.
• Peter Bruer, B.A.
• Blaine Donais, B.A.,
LL.B., LL.M. (ADR),
RPDR, C. Med, WFA
• Joan Cass, MSW, RSW,
Q.Med
• Jason Dykstra, B.A., M.A.
(Leadership), Acc. F.M.,
FDRP Med
2017-2018 Directors (continued):
• Anne Gottlieb, LL.B., LL.M.
(Representative to ADRIC
Board)
• Lawrence Herman, C.Med,
B.C.L., LL.B.,LL.M. (ADR)
• Marvin J. Huberman,
LL.B., LL.M., C. Arb
• Robyn Jacobson,
B.Comm., LL.B., LL.M.,
Ph.D.
• Cecil Jaipaul, C.Med,
Q.Arb
• Kathleen J. Kelly,
B.Comm., LL.B., LL.M.,
C.Arb, C.Med, FCIArb
• Alicia Kuin, B.A., M.A.,
LL.M., C.Med
• Margaret Rees, C.Med
• Mitchell Rose, C.Med
• Mary Jane Stitt, FCIArb
• Catherine Wills, M.A.,
C.Med, Acc.F.M. (OAFM)
Executive Director:
• Susette Clunis, BSc., M.A.
Congratulations on Your New Designations!
Q.Med
Steven Brown
Kimberly Cauchon-Scanlan
Devorah Jonas
Mark Liebenthal
Lori Morton
Sean O’Connor
Johannus Olsthoorn
Chrystal Regnier
David Wakely
C.Med
Alicia Kuin
Marcel D. Mongeon
Q.Arb
Matt Mortazavi
Femi Rufus
Do you have your designation yet? These designations are Canada's
only generalist designations for practicing mediators and arbitrators.
They demonstrate the member's specific credentials, education and
expertise. Recognized and respected across Ontario, Canada and
internationally, they allow the holder to convey their superior level of
experience and skill.
Visit ADR-Ontario.ca for details
4 ADR Update | Summer 2017
GETTING CONSCIOUS ABOUT
UNCONSCIOUS BIAS BY SUZANNE SHERKIN, Q.Med
Suzanne Sherkin is President of
Highborn Communications, a
Qualified Mediator, Certified
Facilitator and Conflict Coach.
She has an expertise in working
with organizations experiencing
conflict, harassment and stigma.
As a conflict resolution
professional, no doubt you have a
good handle on effective listening
and speaking skills. You likely feel
you practise those skills in a
balanced, non-judgemental way.
Chances are, however, you’ve also
got some unconscious bias getting
in the way of neutrality. No matter
how educated or self-aware you
are, part of your attitudes and
behaviours are affected by
unconscious bias. A bias is an
error in our thinking that affects the
decisions we make. These “errors”
relate to how we remember an
event, what we pay attention to,
and how we make associations.
The result affects how we think
and feel, speak and act.
Sometimes we can recognize
when we’re making these “errors in
thinking” and sometimes we can’t
– ergo: unconscious bias.
I began to think about this topic
from my own experience. In pre-
mediation meetings I recently
conducted, I became aware that I
was moving into a danger zone of
favouring one disputant over the
other. I could feel a strong affinity
to one party – to her story and
manner – and a strong aversion to
the other’s more aggressive
manner and view of events.
Following the meetings, I did some
soul searching. I knew that with
one of the parties I felt comfortable
and engaged and that I had
behaved differently with the other
party. I realized my own biases
were already getting in the way
5 ADR Update | Summer 2017
and I couldn’t continue in good
conscience.
Before we proceeded to mediation,
I reached out to a mentor for
coaching and that was exactly the
right thing to do. My coach took me
back to basics and reminded me of
the process. Only then did I realize
that in both cases I had deviated
from neutrality: I overstepped how
engaged I was with one party and
knew I had shortshrifted the other
in both time and effective listening.
It’s never comfortable recognizing
one’s imperfections – especially
when it involves professional
conduct. What came to mind was
one of my favourite quotes from
Carl Jung: “Until you make the
unconscious conscious, it will
direct your life and you will call it
fate.”
I’m happy to report that the
mediation went well and was
resolved successfully, but the
experience affected me deeply. I
now tune into my inner dialogue
much more honestly than ever
before and I know it’s made me
better at this work. Awareness is
the name of the game in mediation
– in both our internal and external
conversation.
Unconscious bias affects our lives
in ways we don’t even know. So
much of what we believe, value
and make judgements about is the
result of influences from our family,
friends, media, and a lifetime of
shaping our own lens. Our mind is
constantly processing information
– and matching it up with what we
know, what we think we know, and
how we feel about what we know.
Our conclusions – faulty as they
may be – affect everything!
Unconscious bias can be a
significant saboteur of successful
outcomes with our clients.
I invite you to consider these
questions regarding your own
possible unconscious bias: “How
much do I really know about what
I’m hearing and not hearing from
others? Am I really in charge of
what I’m paying attention to and
what I’m discarding? And do I
know how all this is affecting my
behaviour?”
Here are some examples of how
unconscious bias can get in the
way:
Stereotyping bias
Stereotyping is when we
oversimplify how we perceive
someone: we generalize how we
think about them, put them in a
category, and have a fixed or rigid
interpretation of what we think
they’re about. Sometimes it’s
inaccurate, sometimes not. Likely
the conclusions we arrived at are
based on an assessment from
another experience. It’s easy to do
and I daresay all of us do it. Our
brains like to work fast at creating
familiar, survival categories.
Cautionary note: Recognize
you’re putting information together
about someone based on a
stereotyping mindset – based
perhaps on cultural, linguistic or
behavioural categories already in
your head. Interrupt your
thinking/feeling responses and ask
yourself: “Am I just making up stuff
about this person? What do I
actually know? And what do I need
to find out before making an
accurate assessment?”
Power imbalance bias
When there’s a power imbalance
among clients, it’s easy to
unconsciously favour one party
over the other: vendor/contractor,
supervisor/employee,
landlord/tenant. Some of us have a
natural affinity to bond with the one
who seems to hold the reins of
power. It’s often an easy choice
since the one with the power is
generally interpreted as the one
who will come out on top –
winning, and we all like to be in the
winner’s circle. Others have an
easier connection with the one
who holds the least amount of
power – the underdog as it were.
Helping someone beat the odds
has its own rewards. We can
easily forget that there’s actual
power and perceived power, and
unconsciously allow our own
behaviour to exacerbate the
imbalances.
Cautionary note: Be aware of
your own biases with power
imbalances and know your
tendencies to support one or the
other side. Ask yourself, “Am I truly
maintaining a middle ground
here?”
Affinity bias
This aspect of our unconscious
behaviour is when we show
preference for someone who is
similar to us – someone who
makes us feel comfortable
because we see ourselves in
them. The opposite can also hold
true: we distance ourselves from
people who are different from us,
and whose differences make us
uncomfortable. It makes sense,
really, that we would choose
6 ADR Update | Summer 2017
comfort over discomfort, and so
draw closer to the zone of ease.
Cautionary note: Know your own
trigger points for feeling
uncomfortable and be prepared to
sit with it, without judgement. Ask
yourself, “Am I being balanced in
my behaviour to all parties,
regardless of how personally
drawn toward or drawn away I
feel?”
End notes
▪ Recognize your own
assumptions and biases.
▪ Know yourself and how
your inner dialogue speaks
to you.
▪ Know how you’re coming
across – verbally, non-
verbally and energetically.
▪ Be aware of how you’re
being triggered by others.
▪ Reach out to someone you
trust for a “reality check.”
Growing business?
Too distracted at home?
Rent a room at ADRIO for a limited time
ADRIO currently has four simple and elegant
mediation and breakout rooms available for half and
full day rentals for members. Various room sizes and a
variety of chairs and tables are available to meet your
specific needs. Rental services include:
• Refreshments (water, tea, coffee and cookies);
• Access to common areas at the ADRIO office;
• Telephone/speakerphone (local calls only), Wi-Fi
connection;
• Long distance calls and access to photocopier/fax
machine available for additional $20.00 + HST.
Room A 7.19’ x 10.3’ Room B 11.8’ x 10.3’ Room C 7.5’ x 9’ Room D 7.7’ 11.5’
Office Location:
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Parking:
There is pre-pay public parking on Eglinton and on
some surrounding streets. Visit adr-ontario.ca/map
Rates**:
Half Day $200; Full-Day $350.
Call 416-487-4447 ext.102; or e-mail
*Please note: long distance and toll charges will be invoiced after your rental.
**+ HST on all rates. Cancellation Policy: 30 days prior—20% administration
fee; 7—30 days prior—50% administration fee; 7 days or less- no refund.
7 ADR Update | Summer 2017
Define Your Future Get Ahead by Completing ADRIO’s Internship Program
Gain Real-World Experience
from Experts
The ADRIO internship program is a unique
opportunity for graduates of advanced mediation
training programs to gain valuable work
experience at real ADR firms. Gain real-world,
hands-on experience under the supervision of an
experienced mediator. With 80 hours of
instruction on at least three cases from start to
finish, you'll have completed the two co-
mediations that are required for the Q.Med
designation. A Certificate of Completion will
also be given to interns who successfully
complete the program. Hit the ground running
and discover your potential today.
Visit: ADR-Ontario.ca/intern
Qualify as an Intern:
• be a full member of ADRIO (not an associate or student
member)
• possess a post-secondary degree, diploma or certificate or
educational equivalent
• complete 80 hours of approved mediation training
• submit a non-refundable application fee of $200 plus HST.
Visit adr-ontario.ca/intern for the program overview,
agreement and intern application.
Supervise an Intern:
ADRIO is accepting applications from members to act as
Mediation Internship Supervisors in the ADRIO Mediation
Internship Program.
Visit adr-ontario.ca/intern for full program details including
the program overview, agreement and application form.
8 ADR Update | Summer 2017
THE MEDIATOR
AS ETERNAL
OPTIMIST BY
MITCHELL ROSE,
C.Med
Chartered Mediator, Lawyer and
Settlement Counsel with
Stancer, Gossin, Rose LLP /
ADR@SGR, Toronto.
One of my favourite non-fiction
books, and one with significant
ADR implications, is psychologist
Martin Seligman’s Learned
Optimism (New York: Vintage
Books, 2006). According to Dr.
Seligman, optimism and
pessimism are explanatory styles
for when good or bad events
happen to us. Pessimism is a
“self-defeating way to think:
making personal, permanent and
pervasive explanations for bad
events.” This leads to learned
helplessness. Optimists do the
opposite when calamity strikes: It
is not their fault, it won’t last long
and it won’t ruin everything. When
good events occur, pessimists tend
to see such things as the result of
others, transient and not all
encompassing. Optimists, on the
other hand, take good
news “personally” (the good result
was due to their efforts) and they
view it as permanent and
pervasive.
Pessimism is occasionally
beneficial. Seligman points to “mild
pessimists.” They are the prudent
and measured professionals and
not the “full-blown, high-octane
pessimists whose explanatory
style continually undermines their
achievement and health.” In the
business world, “the successful
corporation has its optimists,
dreamers, salesmen, and creators.
But the corporation also needs its
realists whose job is to counsel
caution.”
Seligman offers the following
prescription: Apply optimism when
in achievement situations, when
concerned about how we will feel,
if a situation is likely to be
protracted and which could affect
our health and, finally, if we want to
lead. On the other hand, “if your
goal is to plan for a risky and
uncertain future, do not use
optimism…The fundamental
guideline for not deploying
optimism is to ask what the cost of
failure is in the particular situation.
If the cost of failure is high,
optimism is the wrong strategy.”
In respect to the mediation of civil
(including commercial) disputes,
parties and their legal
representatives often demonstrate
boundless optimism about their
case. When considering the effect
of not settling, they assume the
other side is at fault and, thus,
must ultimately lose (non-
personal), and that the litigation
will be brief and inexpensive (non-
pervasive) with a definitive
ending (impermanent).
However, litigation is risky, time
consuming and expensive with
unexpected and devastating
results. The loser may be ordered
to pay the winner’s legal costs.
The result after trial may not be
9 ADR Update | Summer 2017
final due to appeals or
enforcement proceedings. A
winner may not collect, or they can
overspend on legal costs as
compared to what is collected. A
trial and its result and reasons are
also public.
Thus, the future is risky and
uncertain, and the cost of failure is
high. Accordingly, mild pessimism
is useful. I often prescribe a
healthful dose of pessimism (which
can also be called “realism”) to
both sides, but separately and in
caucus, by creating the
groundwork for it to take root. This
is often achieved by asking
probing questions, or engaging in
some reality testing (such as using
decision trees). This often leads to
better decisions about making
offers, accepting offers or even just
remaining at mediation to keep
talking to the other side. The
participants are more realistic and
cautious as they can better see the
true cost of not reaching a
settlement.
While it is useful for mediators to
help participants apply
pessimism/realism to their cases,
the mediator must always remain
an optimist about the process. The
mediator has no case to feel
pessimistic about. It’s often been
said that the mediator’s true
“client” is the process, and trusting
that process is essential.
As anyone who has mediated a
case knows, there are peaks and
valleys. Valleys often take the form
of an impasse in negotiations.
Helping the parties become mildly
pessimistic may not always be
enough to move beyond the
impasse. Instead, mediators of civil
disputes must be “eternal”
optimists about the process and
their abilities.
The reason can be found in
Seligman’s prescription about
when to be an optimist, rather than
a pessimist: During mediation
sessions, mediators are leading
(they manage the process), it is an
achievement situation (for the
mediator, but on behalf of the
parties), mediation sessions can
become protracted, and the cost of
failure is relatively low for the
mediator as compared to the cost
to the parties. Thus, mediators
must remember not to take
mediation setbacks like impasses
personally, and that they are not
necessarily permanent or
pervasive.
By remaining endlessly optimistic
about the process, while helping
the parties to be realistic about
their positions, the mediator is in
the optimum position to help
resolve civil disputes.
Upcoming Events
Beyond Ground Rules – FREE!
Date & Time: September 27, 2017,
5:45 PM to 7:15 PM
Location: ADRIO Office, Toronto and
via Webinar
Section: Family & Conflict
Management Coaching
Speaker: Laura Atwood, PCC, BCC,
ACPC
Read More | Register Now
Med-Arb: Efficiency or Justice
Compromised?
Date & Time: October 12, 2017, 9:00
AM to 4:30 PM
Location: Osgoode Professional
Development, Toronto
Price: $395 (Early bird rate before July
12th). ADRIO members save an extra
$50. Email [email protected] for
coupon code.
Read More | Register Now
High Conflict in Groups
Date & Time: October 25 & 26, 2017
Location: Bond Place Hotel, Toronto
Speaker: Richard Hart, J.D., C.Arb
Price: Starting at $345
Read More | Register Now
Advanced Workplace Restoration
and WFA Certification Training
Date & Time: November 13-17,
2017, 9:00 AM to 5:00 PM
Location: Toronto
Speakers: Blaine Donais, B.A., LL.B,
LL.M., RPDR, C.Med & Marjorie
Munroe, Co-Director Workplace
Fairness West
Price: Starting at $900
Read More | Register Now
Using the Conflict Dynamics
Profile® Instrument as a Coaching
Tool - to Improve Awareness – FREE!
Date & Time: November 7th, 2017,
5:45 PM to 7:15 PM
Location: ADRIO Office, Toronto and
via Webinar
Section: Conflict Management
Coaching
Speaker: Craig Runde
Read More | Register Now
Civil Procedure Workshop
Date & Time: November 18, 2017
Location: ADRIO Office, Toronto
Speaker: Gary Furlong, B.A., C.Med,
LL.M. (ADR)
Price: Starting at
$195
Read More | Register Now
ADRIO Meet & Greet
Date & Time: December 5th, 5:30 PM
to 9:00 PM
Location: Bond Place Hotel, Toronto
Price: Starting at $95
Read More | Register Now
+HST on all event rates. See
registration page and/or flyers for any
conditions, all registration rates,
registration deadline dates and
cancellation policies.
10 ADR Update | Summer 2017
THE TRICKY
BUSINESS OF
CO-MEDIATION
BY SERENA YUN,
B.B.A., PMP*
When I was a student at York
University, I learned about co-
mediation. Basically, it is a
mediation conducted by two
mediators rather than by one. I
even attempted this format in a few
role plays at school. However, the
experience felt clumsy at best.
Working with a co-mediator often
became messy as we randomly
fired off questions to our disputants
without any coordination. We
hoped that eventually, one of those
questions would produce an "ah-
ha" moment to magically reconcile
them. Not only did our disputants
complain about the elongated
process, but also my co-mediator
* Serena was an intern at St. Stephen's Community House. She is currently on
and I felt stressed out, juggling
between listening to everyone and
coming up with new questions.
After I started working in
community mediation, I came to
appreciate co-mediation's benefits.
An obvious advantage is safety.
Our sessions were often
conducted in “borrowed places,”
such as meeting rooms in
apartment buildings, community
centres and homes. Going to these
unfamiliar settings felt more
comfortable with a co-mediator.
Another benefit is skill
development. As a junior
mediator, I learned a great deal
from my senior co-mediators.
Most of all, co-mediation gifts the
process with another perspective;
two heads are better than one.
How can mediators enjoy a fruitful
co-mediation? Below are three
helpful tips.
Clarify your roles
It is important to recognize the
difference in experience between
the co-mediators. One mediator
will have more experience than the
other. It may be knowledge in a
specific area like gender identity,
cultural context or professional
background. It could also be sheer
number of years as a practitioner.
In spite of this, the less
experienced mediator should not
automatically recede to a silent
observer role. Even experienced
mediators may have something to
learn from their less seasoned
counterparts. The working
dynamics should depend on the
the roster of volunteer mediators at St. Stephen's Community House.
specific agreement between the
co-mediators. On one end of the
spectrum, the relationship could be
leader and supporter. The lead
mediator would conduct the
majority of the facilitation during a
session. He or she would develop
and ask most of the questions to
guide the disputants. The support
mediator would add richness by
highlighting any information or
questions that were missed. On
the other end of the spectrum, it
could be a coaching relationship.
The coach would prepare his/her
co-mediator for all phases of the
mediation, so he/she could
eventually act as the lead. The
coach's role would be to protect
the integrity of his/her co-mediator
during the session and only
provide feedback in caucus or in
post-mediation debrief. A middle-
of-the-road approach is a mentor
and mentee relationship. The
mentor would allow the mentee to
work on specific areas. The
mentee would lead these sections
while the mentor would lead the
rest. The mentor would monitor
the mentee and assist if the
disputants derailed the process
beyond the mentee's control.
Coordination is a must
Sufficient pre-planning and
coordination is key to a
harmonious co-mediation. As
mentioned above, the mediators
have to decide on their roles. In
addition, task division is vital to
preserving professionalism in front
of the disputants. Mediators must
decide who will be the main
11 ADR Update | Summer 2017
contact for disputants. Imagine the
confusion if both mediators contact
disputants to book a time for the
session. A single point of contact
builds consistency and rapport
which helps adoption, especially
crucial for parties who are new to
mediation. Mediators should
schedule planning meetings to
discuss the details of the upcoming
session. Not only do mediators
have to share information with
each other, they have to recognize
that individual biases will affect
how they want to facilitate the
mediation. A discussion will bring
different opinions to light. Other
activities in the co-mediators’
planning meeting should include
drafting an agenda for the
mediation, deciding on leads for
each section, and developing a list
of questions so there is alignment
on the progression of the
upcoming session. Finally,
logistics should be covered like
transportation to the session, how
the room should be set up, and
who will escort the parties to the
meeting room if it is not publicly
accessible.
Self-awareness for the team's
benefit
Like any type of teamwork, each
mediator has to be aware of
his/her strengths and weaknesses
in comparison to the other
mediators. It is not a good idea to
rely on the other person to do the
scheduling if that mediator is less
organized. One person may be
better at listening than the other.
One may be better at time
management. One may be
stronger at drafting documents.
One may have issues with
punctuality because of a distant
commute. One may have a more
elegant way to close a
conversation. Using the planning
meetings to gauge one another will
provide more synergy in the
mediation session. The ultimate
goal is to complement each other's
skills so the disputants get the best
of both mediators.
Civil Procedure Workshop For Non-lawyer Mediators
Led by Gary Furlong, B.A., C.Med, LL.M. (ADR), this workshop covers the basics of civil procedure in Ontario for non-lawyer mediators and goes toward fulfilling the requirements for the Ontario Mandatory Mediation Program (OMMP). It also counts towards the educational component of the Q.Med & C.Med designations. Topics include:
• Basic Civil Procedure: This session will cover the litigation process from start to finish, each of the steps in a lawsuit, cost implications, a glossary of legal terms and what mediators need to know about the process;
• Civil Procedure for Contract & Employment Claims: This session will cover legal concepts and terminology related to basic contract disputes, as well as wrongful dismissal, two of the most common file types that reach mediation;
• Civil Procedure for Tort & Insurance Claims: This session will cover concepts and terminology specific to both insurance and personal injury claims and the various automobile insurance acts passed over the last decade.
Registration includes continental breakfast, lunch and refreshments.
Registration Rates Members Non-Members Early-Bird
(before October 23, 2017)
195.00 275.00
Regular Rate 235.00 305.00
Register Now: ADR-Ontario.ca/events
Plus HST on all rates. See registration page for cancellation policy.
Congratulations Cheryl Gaster, LL.B., C.Med and
Kathleen Kelly, FCIArb, C.Arb., C.Med!
On your appointments to the City of Toronto's
Administrative Penalty Tribunal!
12 ADR Update | Summer 2017
HIGH CONFLICT IN GROUPS ISSUES, PROCESSES AND PRACTICES – PARTS 1 & 2
OCTOBER 25-26, 9:00 AM TO 4:00 PM BOND PLACE HOTEL, 65 DUNDAS STREET EAST, TORONTO
Building on the success of our offering in 2015, ADRIO is pleased to
invite you to a two-part, interactive workshop conducted by Richard
Hart, well-known internationally for his extensive experience with
groups affected by high conflict and conflict associated behaviours such
as bullying, harassment and violence.
Members: Register before October 2nd for the early-bird rate!
Registration includes:
• Online access to an award-
winning drama, Face to Face +
viewing guide;
• Breakfast, lunch and one
refreshment break;
• Session handouts and materials.
Eligible CPD Hours: LSUC (ON):
12 hours 30 minutes (4h 30m professionalism, 8h substantive).
Lawyers and paralegals must determine for themselves whether
an activity is an eligible educational activity for CPD and qualifies
for Substantive Hours. * +HST on all rates. ADRIO members must
register before 12:00 AM on October 2, 2017 to receive the
early bird rate. Cancellation Policy: If you are unable to attend,
your registration is fully transferable to another person in your
organization. If you must cancel, notice must be received in
writing. All refund requests received on or prior to October 2,
2017 will receive a refund less a 20% administrative fee; those
received on or before October 9, 2017 will receive a refund less
50%. No refunds after October 9, 2017. Sessions, speakers and
times are subject to change.
What You’ll Learn:
PART 1 [9 AM – 4 PM
OCTOBER 25, 2017] • The Challenges: the complexity of
high conflict in groups
• Conflict Ladder: the range of high
conflict behaviours in groups
• The Cause of High Conflict
Behaviours: moving beyond the
Fundamental Attribution Error
• The Incident Map: talking about
multiple incidents of behaviour
• Conflict vs. Dispute Model: a
framework for assessing and
responding
• The Escalation Map: linking the what,
when and why
• Straight Talk: preparing people to
engage about incidents
• RJ for All? applying restorative justice
principles to high conflict in groups
PART 2 [9 AM – 4 PM
OCTOBER 26, 2017] • The Transition to Violence: dynamics
of violence
• Warning Signs of Violence: what to
watch out for, how to make sense of
the information
• Awareness Action: what to do,
who’s responsible for doing it
• Linking Risk to ADR Practice: risk-
informed best practices for managing
the process while taking risk into
account
• Weaving Processes Together: how
and when to transition between
processes, including: RJ & ADR;
Investigation; Triage; Threat
assessment; Mental health assessment;
Return to work
With Richard D. Hart, LLB,
C.Arb, Director and Conflict
Management Specialist
PART 1, OCTOBER 25TH
PART 2, OCTOBER 26TH
PART 1 & PART 2 PACKAGE
Member Early Bird $345 Member Regular $365 Non-Members $380
Member Early Bird $345 Member Regular $365 Non-Members $380
Member Early Bird $660 Member Regular $700
Non-Members $730
Register now: http://adr-ontario.ca/highconflict/
13 ADR Update | Summer 2017
14 ADR Update | Summer 2017
GENDER
DIVERSITY,
UNCONSCIOUS
BIAS AND
MEDIATION BY
ANGELA BRADLEY,
B.SC., J.D.
Guest Speakers:
Suzanne Sherkin Q.Med is
President of Highborn
Communications, a Qualified
Mediator, Certified Facilitator and
Conflict Coach. She has an
expertise in working with
organizations experiencing conflict,
harassment and stigma, and as
the mother of a transgender son, a
particular passion for gender
equity issues in the workplace.
Inex B Incubury is a transgender
actress, filmmaker, photographer,
sexual health program coordinator
and workshop facilitator. Her work
often explores gender diversity,
sex positivity and sexuality.
Suzanne and Inex are co-
authoring a book on transgender
and transgender identities.
On April 6, 2017, Suzanne and
Inex presented an engaging and
well-attended program entitled,
“Gender Diversity, Unconscious
Bias and Mediation” at the ADRIO
office and on webcast.
Suzanne began the program by
posing the following questions:
• How can we manage our bias
and still be authentic in our roles
as mediators?
• How can we ensure that we stay
balanced in our approach to all
disputants – beginning with the
first moment of engagement?
• What new behaviours can we
begin practicing to prevent our
biases from creating imbalances in
our professional work?
The presentation focused on
helping audience members
understand gender diversity. Inex
explained the differences between
four aspects: gender identity, sex,
gender expression and sexual
orientation. Gender is a socially
constructed definition of male and
female. Gender identity is how we
relate to our gender which could
be male, female or somewhere in
between; gender is not the same
as sex. Sex refers to the biological
characteristics we were born with
which could be male, female or
intersex – a variant on both sexes.
Gender expression is how an
individual expresses themselves
regardless of their gender or sex.
And sexual orientation refers to
who is attracted to whom. One of
the key distinctions to note is that
gender identity and sexual
orientation are two very distinct
expressions. People can identify
themselves anywhere along the
gender spectrum from binary male
and female to gender non-
conforming, and this is separate
from who they are attracted to.
Congratulations, Cinnie Noble! on your OBA Award Of Excellence In
Alternative Dispute Resolution!
15 ADR Update | Summer 2017
People’s sexual attraction can
range from same sex, to opposite
sex, to pansexual (all sexes) to
asexual (non-sexual). The
landscape of gender identity is
indeed a multi-faceted one.
With respect to gender expression,
Suzanne and Inex discussed the
stages of gender transition and
use of pronouns in a non-binary
context. Suzanne’s presentation
slides illustrated the complexity of
language and the problems with
making assumptions. While
individuals can introduce
themselves by name and the
pronoun they prefer, it can be
helpful to ask someone how they
prefer to be addressed, just as we
might ask whether we can use a
person’s first name. As Inex
pointed out, gender expression is
most complex and fraught with
possibilities for discrimination or
bias.
Suzanne reviewed how we
typically express our bias through
the Attribution Theory – the
meaning we attribute to
characteristics we observe often
resulting in biases; Opposition Bias
– unconscious behaviours that can
arise when we feel in opposition to
or uncomfortable with a person’s
characteristics or expressions; and
what she called the “Shmooze
Effect.” This refers to our largely
unconscious approach to greeting
people in ways that match how
comfortable or uncomfortable we
may feel around them. The
mediation example she gave was
the scenario of greeting Party 1
(who you feel an affinity to) in an
effusive, warm way and greeting
Party 2 (who you feel much less
comfortable with) in a friendly but
distinctly formal way. The
difference may be subtle but
Suzanne emphasized that parties
recognize this, they feel it –
consciously or unconsciously.
Even a small “shmooze effect” can
influence the outcome of a
mediation before it’s even begun.
In conclusion, Suzanne offered the
following advice for managing our
bias in mediations involving gender
diversity.
Unconscious bias impacts how we
think, feel and mediate. Be aware
of how you’re showing up before,
during and after the process.
1. Know your trigger points.
2. Watch your language and
behaviour.
3. Develop safeguard tactics.
4. Ask yourself questions about
your thinking.
5. Tune into your inner and outer
dialogue.
6. Get mentored.
7. Be accountable: review, record,
report.
Stay tuned for more programming
from the Workplace Special
Interest Section starting in Autumn
2017.
Get Involved! Contribute to: ADR UPDATE
Have you conducted a recent research study, or wrote an interesting blog post
on alternative dispute resolution? Do you want to share your ideas with the
professional community of ADR practitioners?
The ADRIO newsletter committee wants to hear from you! We are currently
seeking article submissions for the Fall issue of ADR Update.
When submitting an article for publication in ADR Update, you are helping and
contributing to the largest ADR association in Canada. Share your knowledge
and expertise with the ADRIO community, and contribute to the ADR discourse
at large. It is an excellent way to market yourself and your ideas.
Fall submission deadline: August 8th, 2017
View Guidelines at ADR-Ontario.ca
JADE UPDATE
“Collaboration is not about gluing
together existing egos. It’s about
the ideas that never existed until
everyone entered the room”
- Unknown
Read an update on the JADE
Mediation Practice Group here.
16 ADR Update | Summer 2017
Membership Benefits
MEMBERSHIP TYPE
FU
LL
:
$287+
HS
T
AS
SO
CIA
TE
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$117+
HS
T
ST
UD
EN
T:
$54+
HS
T
Education and Information
Special Interest Section Meetings, webinars &
access to a large back catalogue of recordings.
Electronic delivery of ADR Update three times
a year and ADRIO Member Bulletin throughout
the year.
Discounts to all Professional Development
programs.
Your own Member Portal with access to
Members Only content.
Opportunity to serve on ADRIO committees.
Automatic membership with ADR Institute of
Canada.
Business Development
Outreach to government and other
organizations to promote ADR.
Roster calls, RFPs and work opportunities.
Access to the ADRIO Member logo for your
own use.
Use of a polished, customizable PowerPoint
presentation explaining what ADR is.
Public listing on ADR CONNECT so clients can
find and contact you.
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insurance rates through Marsh Canada.
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Differentiate Yourself
Join ADRIO Today
Learn, Network & Succeed
Take your ADR Career to the next
level and join ADRIO today. We assist
our members, and users of ADR
services, by providing information and
education, maintaining high
professional standards and
implementing a structure to ensure
members adhere to those standards.
Learn more about becoming an
ADRIO Member by calling Mena,
Coordinator, Membership &
Accreditation: 416-487-4447 x 101.
Join today to take advantage of the
many benefits we offer:
ADR-Ontario.ca/join
17 ADR Update | Summer 2017
ARBITRATION COURSES
Comprehensive Arbitration Training
Instructor: Murray H. Miskin, LL.B.
Location: Toronto, Ontario
Contact: 416-492-0989, 905-428-8000 or
by email at [email protected]
Website: www.adrworks.ca
Correspondence Course in Arbitration
Location: Available anywhere in Canada
Contact: ADR Institute of Canada, Inc. at
416-487-4733 extension 101 or
Website: http://adric.ca/resources/training-
handbooks/
Fundamentals of Arbitration
Instructor: Richard Beifuss, P.Eng., C.Arb
Location: Various
Contact: Dr. Beifuss at 905-994-7319 or
NEW! Toronto Commercial Arbitration
Society: the TCAS Gold Standard
Course in Arbitration
Upcoming Dates: September 16, 2017 –
May 12, 2018
Location: Arbitration Place
This 40-hour course is held over 18 weeks
and provides an in-depth understanding of
domestic and international commercial
arbitration, both institutional and ad hoc.
The program is directed by William G.
Horton with the assistance of Stephen R.
Morrison and is taught by a faculty of
leading arbitration practitioners.
Website:
http://torontocommercialarbitrationsociety.c
om/gold-standard-course-arbitration/
MEDIATION COURSES
ADR & Advanced ADR Workshops (two
4-day programs)
Instructors: Stitt Feld Handy Group
Location: Toronto and Ottawa, Ontario (and
other cities throughout Canada)
Contact: Stitt Feld Handy Group at 1-800-
318-9741 or 416-307-0000
The Alternative Dispute Resolution
(ADR) Graduate Certificate Program (full-
time one-year program over two academic
semesters)
Instructors: Various ADR practitioners
Location: Humber College Institute of
Technology, Lakeshore Campus
Contact: Mary Lee, LL.M. (ADR), Program
Advisor, ADR Graduate Certificate Program
Website:
www.humber.ca/program/alternative-
dispute-resolution
Certificate in Dispute Resolution (140-
hour program)
Instructors: Desmond Ellis, PhD.; Blaine
Donais, BA, LLB.; Richard W. Shields,
LLB., MA., LLM., PhD., LSUC, Cert. CFM,
C.Med., C.Arb., Cert.F.Med.,
Acc.F.Med.;Dennis Hodgkinson, BComm,
LLM, Cert. ADR.
Location: York University, Toronto, Ontario
Contact: School of Continuing Studies,
Ph: 416-736-5616
Website:
http://continue.yorku.ca/certificates/dispute-
resolution/certificate/
Upcoming Dates: Winter 2017: January 23,
2017 - May 19, 2017
Summer 2017: July 2017
Collaborative Conflict Resolution and
Mediation Skills & Process
Instructor: Janine Higgins, LL.B., C.Med
Location: University of Western Ontario,
London, Ontario
Contact: Division of Continuing Education,
Ph: 519-661-3658
Website:
www.uwo.ca/cstudies/courses/professional/
adr/index.html
Conflict Theory and Introduction to
Negotiation and Mediation (Modules I
and II – 4 days each module)
Instructors: Evan Hoffman, Ph.D.
Location: Ottawa, Ontario
Contact: Canadian International Institute of
Applied Negotiation 613-633-0491
Website: www.ciian.org
Strategies for Workplace Conflicts:
Practical and Effective Conflict
Resolution Skills for Managing Everyday
Workplace Disputes
Instructors: Julie Macfarlane and Bernard
Mayer
Location: Queen’s University, IRC,
Kingston, Ontario
Realize Your Full Potential by Taking An
ADR Institute of Ontario™ Approved Course.
The ADRIO™ education committee is charged with the responsibility of approving courses that instructors, institutions
and universities submit for review by the ADRIO™ education committee.
The following alternate dispute resolution programs have been evaluated by the education committee. Completion of a
total of 40 hours meets the educational criteria for membership in the institute. For details regarding additional upcoming
course dates, fees and locations, please see contact information in each of the listing.
Learn & Succeed
18 ADR Update | Summer 2017
Contact: 613-533-6628 or by email at
Website: www.irc.queensu.ca
Family Negotiation and Mediation:
Theory and Practice (40 hours)
Instructors: Hilary Linton, LL.M., Acc.FM.;
Elizabeth Hyde, B.Ed., LL.B., LL.M., AFM
Location: Toronto, Ontario
Contact: Riverdale Mediation: Frank G.,
416-593-0210, Ext. 270
Website: www.riverdalemediation.com
Fundamentals of Mediation
This course is accredited by the Law
Society of Upper Canada for Continuing
Professional Development. This program
contains 1.75 Professionalism Hours and
38.25 Substantive Hours.
Instructor: Kathryn Munn, LL. B., Cert.
ConRes., C.Med., C.Arb, IMI Certified
Mediator & Donald Bisson, Q.Med
Location: London, Ontario and other
locations in Ontario;
Contact: Munn Conflict Resolution Services
– Ms. Munn at (519) 660-1242 or
[email protected]; Northern Ontario –
Mr. Bisson 1-855-647-4857 or
Website: www.munncrs.com; or for northern
Ontario www.bissonmediation.ca
Upcoming Dates:
North Bay, Ontario
April 26, 27, 28, May 1, 2, 2017
Oct. 25, 26, 27, 30, 31, 2017
Mediation – Alternative Dispute
Resolution (graduate certificate, one-
year program)
Instructors: Dale Burt, Virginia Harwood,
Q.Med, Tricia Morris, Q.Med
Location: Durham College – Oshawa,
Ontario
Contact: Dale Burt and Virginia Harwood
(Program Co-coordinators),
Website:
http://www.durhamcollege.ca/programs/me
diation-alternative-dispute-resolution
5 Day Intensive Mediation Workshop –
MDR Associates Conflict Resolution Inc.
Instructors: Richard J. Moore, LL.B.,
C.Med, C.Arb, CFM, Cert. Med. IMI – MDR
Associates
Location: Ottawa and various sites across
Canada
Contact: Richard Moore at 613-230-8671
Website: www.mdrassociates.ca
Upcoming Dates: Oct 30-Nov 3, 2017
5 Day Advanced Mediation Workshop –
MDR Associates Conflict Resolution Inc.
Instructors: Richard J. Moore, LL.B.,
C.Med, C.Arb, CFM, Cert. Med. IMI – MDR
Associates
Location: Ottawa and various sites across
Canada
Contact: Richard Moore at 613-230-8671
Website:
www.mdrassociates.ca
Upcoming Dates: November 20-24, 2017
Dispute Resolution Level 1 –
Fundamentals (3 days) and Dispute
Resolution Level 2 – Mediation (3 days)
Instructors:
Rick Russell, B.A., LL.B., C. Med., C. Arb.,
Distinguished Fellow I.A.M.
Heather Swartz, M.S.W., C. Med., Acc. FM,
Cert. F. Med.
Contact: Rose Bowden – 1-800-524-6967
or (905) 627-5582 or [email protected]
Website:
http://www.agreeinc.com/alternative-
dispute-resolution-level-1-2.html
Upcoming Dates:
Level 1 – Fundamentals – July 10 – 12,
2017
Level 2 – Mediation – July 13 – 14, 2017
At Conrad Grebel University College,
Waterloo, ON.
Level 1 – Fundamentals – January 17, 18 &
19, 2018
Level 2 – Mediation – February 28, March 1
& 2, 2018
At Atchison & Denman – Airport Location,
170 Attwell Drive, Etobicoke, ON M9W 5Z5.
Both workshops also qualify for credits
toward a Certificate in Conflict Management
and Mediation offered by Conrad Grebel
University College, affiliated with the
University of Waterloo.These courses also
qualify for LSUC CPD hours.
Conflict Management Coaching
Instructors: Cinnie Noble, LL.M. (ADR),
C.Med, PCC; (Toronto); Heidi Ruppert LL.B.
Acc.FM(OAFM) and Terry McCarthy, LL.B.
(Ottawa and Halifax); Nicole Charron
C.Med (Ottawa – French)
Locations: Toronto, Ottawa, Halifax
Contact: Laureen McNeill at 416-6864247
or 1 866 3356466 (toll free) or
Website: www.cinergycoaching.com
NEW! Mediation for Professionals
Certificate (Herzing College)
Instructors: Tricia Morris, Q. Med, Acc. FM,
CP Med; Laura Gray, BA, MA, LLM, Acc.
FM
Location: Online
Contact: Alysha Doria, Academic Director,
Ph: 416-724-1053
Website:
http://www.herzing.ca/professionaldevelop
ment/mediation-for-professionals-certificate/
Upcoming Dates: August 8, September 18,
October 16, November 27, 2017
NEW! Carleton University, Department of
Law and Legal Studies – Graduate
Diploma in Conflict Resolution (GDCR)
(7 graduate level courses over 18
months)
Director: Rebecca Bromwich, Ph.D., LL.B.,
LL.M.,B.A.(Hons).
Location: Carleton University, Ottawa
Ontario
Contact: Department of Law and Legal
Studies Ph:(613) 520-3690
Website: https://carleton.ca/law/future-
students/gdcr/
Admission is rolling. Program entry is in
February each year but there is also an
option to enter the program in late May:
https://carleton.ca/law/future-
students/gdcr/apply-to-gdcr/
ADR specialization (within the Legal
Studies Program) Program consisting of
the following courses: Human Rights
Mediation; Employment & Mediation;
Family Mediation; Theory and Practice of
Mediation
Name of Approved Course Provider: Legal
Studies Program, Faculty of Social Science
and Humanities, University of Ontario
Institute of Technology
Location: UOIT, Oshawa, Ontario
Contact: Dr. Sasha Baglay, PhD, Director
of Legal Studies Program, Faculty of Social
Science and Humanities, University of
Ontario Institute of Technology (UOIT)
Website:
http://socialscienceandhumanities.uoit.ca/le
galstudies/current-students/course-
descriptions.php
Upcoming Dates: Winter 2017: January 8,
2018 - April 6, 2018
New Member Resources Page
ADRIO Members: Sign into your
Member Portal to conveniently view all
exclusive member benefits in one
place!
19 ADR Update | Summer 2017
DAY 1 - THE WIDE WORLD OF WORKPLACE MEDIATION
Here we will explore the following mediation options:
• employment mediation - i.e. mediation of common
law wrongful dismissal claims
• grievance mediation - the process used as a
diversion from arbitration in unionized work
environments
• workplace interpersonal mediation - including two-
party mediation and conflict management coaching
• collective bargaining facilitation and mediation
• workplace restorations
Most of this day will use group discussion as the
pedagogical methodology. We will also provide
demonstrations and roleplays to highlight the differences
between these options. We will introduce a Mediation
Approaches Model that accounts for the stark differences in
these options.
DAY 2 - INTRODUCTION TO WORKPLACE RESTORATIONS
Here we will lay out a model for restoring workplaces to a
state of equilibrium. This will be focused on understanding
trauma and its impact on workplace participants. We will
take attendees through a number of scenarios that will help
them understand the model and how it can be used to
restore workplace health.
DAY 3 – WORKPLACE RESTORATION IN ACTION
Participants will be given a very elaborate roleplay to review
in advance of the seminar. This day will be focused on
running a workplace restoration throughout this roleplay.
Students will take turns throughout the roleplay to act as
facilitator and to discuss strategic moves at various
junctures.
DAY 4 - UNDERSTANDING WORKPLACE HEALTH - WFA
CERTIFICATION PART 1
Here we move to a structural analysis of workplaces with a
focus on systems analysis and design. This is the
beginning of the WFA certification process. We look at
conflict and how it arises. We consider attribution theory
and conflict transformation theory as a way of explaining
how conflict manifests itself in the workplace. We also
consider the role of fairness in conflict and workplace
health. This will be an exercise and group discussion day.
Participants will fill out forms related to their subject
workplaces and share their insights throughout the day.
DAY 5 - ACHIEVING WORKPLACE FAIRNESS AND
PSYCHOLOGICAL HEALTH AND SAFETY - WFA
CERTIFICATION PART 2
This day will be focused on evaluative models for
understanding workplace structure. We will introduce the
Psychological Health and Safety Standard and explore its
potential use as an evaluative model for workplace health.
We will also introduce WFI's Testing Instrument for
Fairness Systems and its use to help evaluate the strength
of conflict management systems.
In the afternoon, we will explore methodologies for gaining
organizational buy-in to the use of these tools. We will
consider power relationships in each subject organization
and strategize on how best to achieve commitment to
change.
Register now: adr-ontario.ca/workplace
ADVANCED WORKPLACE RESTORATION &
WFA CERTIFICATION TRAINING
NOVEMBER 13 – 17, 2017 | 9:00 AM TO 5:00 PM LOCATION: 234 EGLINTON AVENUE EAST, TORONTO, 3RD FLOOR
With Blaine Donais, B.A., LL.B, LL.M., RPDR, C.Med & Marjorie Munroe, Co-Director Workplace Fairness West
This program combines a three day workplace mediation offering with a two day Workplace Fairness Analyst
Certification process. Enroll and better equip yourself to practice workplace conflict management in all its varieties.
2 day Certification
3 day Workplace Mediation
Five Days
ADRIO Members
$900 $1,350 $2,000
Non-members
$1,000 $1,500 $2,250
There is an additional $200 +HST one-time certification fee for those seeking
to become registered as “Workplace Fairness Analysts” with the WFI. * +HST
on all rates. See registration page for cancellation policy.
20 ADR Update | Summer 2017
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Let ADRIO Help You Resolve a Dispute
Many organizations simply do not have the time, resources or know-
how to recruit qualified ADR professionals, design workable systems
or administer cases effectively and efficiently.
These organizations, nevertheless, still wish to reap the rewards of
ADR. Other organizations want administration and appointment
handled by a third-party neutral in order to create distance between
the ADR professionals and the party paying for the ADR
professional’s services, as well as to ensure that there is neither
bias nor perception of bias.
Let the ADR Institute of Ontario help you resolve your disputes.
Call us at 1-844-487-4447 for more information.
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Take your ADR Career to the next level and join ADRIO today. We
assist our members, and users of ADR services, by providing
information and education, maintaining high professional standards
and implementing a structure to ensure members adhere to those
high standards. See page 16 to view the many benefits we offer.
Visit www.ADR-Ontario.ca/join today!
ADR Atlantic Institute
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Tel: 1-877-489-7452
www.adrmanitoba.ca
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Inc. (ADRSK)
Box 22015 RPO
Wildwood
Saskatoon, SK S7H 5P1
Tel: 1-866-596-7275
www.adrsaskatchewan.ca