Restorative Engagement Forum

David’s Story in Colombia

• Rehabilitate 50 ex-young offenders (British Council funded)
• David received abusive texts. Instead of asking who did it, shared how he felt impacted, asked how he could build relationship with the circle. Then one owned up and pologized.

C2C Custody2Community ReSeT Process Evaluation Report

Relationship Skills Training (ReSeT) Model  - Dr Lucy Wilmott

• Train prison officer key workers (KW) - 6 wks
• 6 out of 10 KWs engaged in research. 15 offciers attended training out of possible 25 available.
• 19 out of 26 residents
• 2 site managers
• Then opportunity to participate in facilitated conversations with loved ones

ReSeT Restorative Principles

• Fair process: 3 stages - 1) Engage, 2) Explain, 3) Expectation clarification
• Giving voice - horizontal communication, your views can be safely expressed
• Sharing accountability: no-blame/no-shame
• Restorative questions: What happened? How's it impacting on all? What do we need to move forward?
• Work 'with': NOT have power over or do things for people

ReSeT Model:

• Training package
• Information sheet (memory aid, used for each KW 1-1 session to discuss weekly course materials, conversation tips)
• Films: 9 shofrt films (train residents & KWs in expressing ourselves when dealing with tirggers, shame, unmet needs, express vulnerability, de-escalation, etc.)
• 1-1 Discussion Booklet: 6 parts (Facts & assumptions, Triggers & shame, Restorative way/choice/values, Relationships model & listening skills, Supported Conversation)
• 1-hour weekly Circles: Introduce materials, Communication star used to track progress. Then 6 sessions
• 30-60 min weekly 1-1 KW sessions

Dose: 6-week sweet spot. Difficult for 1-1 attendance

Film: different sets for different brackets

Charlotte Calkin

MA in Criminology ̣Cambridge & MA in Reconciliation and Peacebuilding.

REF won the Howard League Award for Restorative Approaches in 2016

Aster = first organisation outside of the CJS (criminal justice system) to be awarded the RJC’s Quality Mark for Restorative Approaches. 

2017 Charlotte co-wrote the Guidelines for RJ in cases of sexual harm with the RJC

Sophie Docker (certified CNVC trainer)

Jane Essex Restorative and Mediation Service

Jonathan  CEDR-Accredited Mediator (2002) and a Member of the Civil Mediation Council

 
Drama triangle

RJ in Workplace

It's not fair. It wasn't me.
Right/wrong thinking: bullying & culture where no one challenges anyone

3 Reasons why people inquire:

1. People are speaking up

- They want the person to understand impact and change behavior.
- RJ not about educating. RJ is about sharing impact, finding ways to take care all needs.

2. Align values with systems, practices & values

- Avoid grievance, misdeeds

- People resolve their own conflicts instead of throwing it to HR

- Not enough to have RJ conversation as an alternative, but RJ oil the machine

3. Leadership development

- Fair process

- Away from blame/shame: Instead of asking who's responsible for over-dose, ask how to stop this from happening again.

1) How do we communicate effectively?

2) How leaders give everyone a voice and hold people to account

3) How support people in difficulties resovle their own issues & create systems that meet their needs better?

4) How do we embed change in a way that takes everyone along in a way that's fair & forward-moving?

3D paper bridge built by RJ questions. How to give feedback. Merge teams. Get buy-in. Less emails, more brave convo. Reduction of grievances & disciplines, higher staff satisfaction.

Aster Group Annual Report 2022-2023

• Implement RP when providing support for colleagues in every aspects: recruitment, onboarding, wellbeing, employee development
• Resolution Policy supports Employee Relations approach
• 66% colleagues agree that RP is implemented across the business
• Intro to RP as part of induction
• Further program for all new Leaders to look at how to lead teams restoratively (321 Leaders completed full program, >1k colleagues attended intro session)
• In process of replicating this within all subsidiary brands across the group
• monthly continued professional development & supervision
• dedicated Maintenance Leaders Development Program
• Restorative Refresh (15 Level-2 trained practitioners complete refreshers this year)
• Master Classes for leaders
• Additional sessions with Exec Board and Leadership Team to identify how to deepen fair process

Grievance case Homophobic remark

• First chose to go down Grievance route, Investigator Dave hated the right/wrong approach
• Then chose to go to Restorative process, Facilitator Jack helped parties found resolution

RJ in Prison

29 semi-structured interviews with 9 residents, 19 officers, 4 CJS professionals.

Minimum 3-day observation

By validating my badness, you're raising my stature. If punishment works, we wouldn't have drugs in prison.

Punishment vs Accountability, Consequences

Where do you think the stigma of your profession? : Call people out - What do you mean by that? Would you want me to clarify what I actually do?

I have a strong voice, as a woman

Keep a placid face, I have to switch off internal dialogue, while risk-assessing like mad, while trusting my intuition

Call things out compassionately

High expectation, high accountability AND high support

Sectors have habits: Health sectors are so nice, Inner-city primary schoosl & Prisoner for lifers = no shame-blame culture, 

Risks, strengths, needs Assessment

SUPERVISION, work with experts, check in with myself

4 Primary Tools: simple, basic suite of skills that takes effort to do consistently

1. Restorative Questions: What happened? Impact (not why and who's responsible)? How to move forward? 

Neighborhood conflicts (entrenched, polarized).

1. Ask really challenging questions not shaming, not disruptive to class - What would a good outcome look like for you? They say: They move. I say: That's not gonna happen. What'll you do with it?

RJ is not about forgiving, but about giving them a voice, asking questions, moving forward