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:

234 Eglinton Avenue East, Suite 405, Toronto

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

Finance@adr-ontario.ca

*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.

mrose@sgrllp.com

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 events@adr-ontario.ca 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

:

$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.

$$ Exclusive Discounts

Extremely competitive errors & omissions

insurance rates through Marsh Canada.

Discounted health & dental insurance through

Loran Health Plus.

Discounted home & auto insurance through

The Co-Operators.

Up to 50% off of ADRIO branded stationary

through Vista Print.

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 miskinlaw@yahoo.com

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

admin@adrcanada.ca

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

doctorrichardbeifuss@yahoo.com

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

(mary.lee@humber.ca)

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

ciian@ciian.org

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

IRC@queensu.ca

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

kmunn@munncrs.com; Northern Ontario –

Mr. Bisson 1-855-647-4857 or

donald@bissonmediation.ca

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),

Virginia.Harwood@durhamcollege.ca

Dale.Burt@durhamcollege.ca

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 roseb@agreeinc.com

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

cinnie@cinergycoaching.com

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

Subscribe

To receive ADR Update and other information for free,

delivered right to your inbox, visit:

www.adr-ontario.ca/subscribe

Submit an Article

Please visit our website for our Author Guidelines or email

events@adr-ontario.ca

Advertising

Please visit our website for our rate card or email

advertising@adr-ontario.ca

Contact ADRIO

ADR Institute of Ontario Inc. 405-234 Eglinton Avenue East

Toronto, Ontario, M4P 1K5 1-844-487-4447 | 416-487-4447

info@adr-ontario.ca www.adr-ontario.ca

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.

Differentiate Yourself - Join ADRIO Today

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

(ADRAI)

Box 123

Halifax CRO, NS

B3J 2M4

Fax: 902-435-3084

admin@adratlantic.ca

www.adratlantic.ca

ADR Institute of

Manitoba

Inc. (ADRIM)

c/o 62 Sherbrook Street

Winnipeg, MB R3M 2B3

Tel: 1-877-489-7452

admin@adrmanitoba.ca

www.adrmanitoba.ca

ADR Institute of

Saskatchewan

Inc. (ADRSK)

Box 22015 RPO

Wildwood

Saskatoon, SK S7H 5P1

Tel: 1-866-596-7275

info@adrsaskatchewan.ca

www.adrsaskatchewan.ca