The Ombuds Blog: JIOA Article: "Sexual Harassment, Consensual Relationships, and the Ombuds Profession"

December 23, 2020

JIOA Article: "Sexual Harassment, Consensual Relationships, and the Ombuds Profession"

The latest article in the peer-reviewed Journal of the International Ombudsman Association considers the risks of sexual harassment and problematic consensual relationships for Ombuds, visitors, and the profession. The authors, Caroline Adams and David Rausch, are colleagues at the University of California-Santa Barbara Office of the Ombuds. They argue that IOA should revise its ethical guidelines to include policies and procedures for ethical and conflict of interest issues, and a sexual harassment policy.

Here's the abstract:

With the first organizational ombuds offices emerging in America in the 1960s, the profession is still relatively young. As it enters a more mature phase of its development, it becomes increasingly important to identify the ethical challenges inherent to the work, and to create and refine guidelines for practitioners. As advocates for fair processes and adherence to policy, organizational ombuds work on the cutting edge of a dynamic, new normal for equitable and respectful relationships in our institutions. Ombuds have traditionally assisted visitors concerned about sexual harassment and problematic consensual relationships within their organizations, but as neutral, impartial, and independent as they strive to be, ombuds are human, and not immune to gender, sexual, and power dynamics. In this article, the authors examine the risks of sexual harassment and problematic consensual relationships for ombuds, visitors, and the profession. Several strategies for addressing these concerns are recommended including: expanding IOA ethical guidelines, updating policies and procedures for ethical and conflict of interest issues, and developing a sexual harassment policy for the profession.

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Organizational Ombuds

Organizational Ombuds serve as a confidential, independent, neutral and informal dispute resolution resource for a specific entity. They are accessible to a defined population and can advocate for fairness. These unique characteristics distinguish Organizational Ombuds from Classical Ombuds, mediators, arbitrators, and other alternative dispute resolution professionals. The term "Ombuds" is shorthand for "Ombudsman," "Ombudsperson" and "Ombuds Officer," which also are used widely.

Some other variants include:

Austria -- Ombudsstelle

Brazil -- Ouvidor

Croatia -- pravobranitelji

France -- médiateur/defénseur

Germany -- Ombudspersonen

Italy -- difensore

Netherlands -- ombudspersoon

Norway -- ombudet

Poland -- Rzecznik

Portugal -- provedor

Russia -- омбудсмен

Spain -- ombudsman organizacional

Sweden -- studentombud

Switzerland -- ombudsmann

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December 23, 2020

JIOA Article: "Sexual Harassment, Consensual Relationships, and the Ombuds Profession"

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