Author: Ericka Lewis | Investigator, Hearing & Appeal Services
Alternative resolution processes exist in higher education because disputes sometimes grow out of unmet expectations, miscommunications, or simple misunderstandings. In those moments, a formal investigation isn’t always the most effective path forward. Whether through restorative practices, shuttle diplomacy, or facilitated dialogue, alternative resolution offers something different. It creates a space for parties to address harm, rebuild trust, and encourage accountability, all while preserving relationships.
If the alternative resolution process can offer such meaningful outcomes, why is it still so underused on many campuses? The answer isn’t a lack of good intentions; it’s a set of very real structural challenges.
First, there’s the issue of capacity. Effective alternative resolution work depends on facilitators who are trained in conflict resolution, grounded in trauma-informed practice, and attentive to equity and power dynamics across students, faculty, and staff populations. Some campuses assign this responsibility to compliance, student conduct, or HR professionals who are already stretched thin. Without sufficient time, specialized training, and institutional support to do this work well, the process is unlikely to be used to its full potential.
The second hurdle is trust. Some parties understandably hesitate to participate in a process led by a facilitator they perceive as closely aligned with the institution. Even when internal facilitators act in good faith, the perception that they represent the school can make parties question the process and result in an unwillingness to engage. At smaller institutions, conflicts of interest can be difficult to avoid because internal facilitators might serve in multiple roles and may have prior relationships with one or both parties that create a real or perceived bias.
Tips for setting your campus alternative resolution process up for success:
Determine who on your campus can actually facilitate resolutions, and make sure they have the time and support they need to do it well.
Train facilitators in conflict resolution, trauma-informed approaches, and understanding equity and power dynamics between and among students, faculty, and staff.
Consider bringing in trained external facilitators when your internal capacity is limited or when there is a risk of bias or conflicts of interest. On smaller campuses, external facilitators can help reduce the issues of overlapping roles and concerns of bias.
How Grand River Solutions Can Help
Our team of experienced practitioners are available to serve as facilitators of alternative resolutions for equity and discrimination concerns. Our trained professionals will mediate and facilitate alternative resolutions in accordance with your institutional policies and procedures. We also offer alternative dispute resolution trainings that cover impartiality, working with parties to identify needs, wants and areas of compromise, considerations for reaching mutually beneficial decisions, strategies for implementation, and documentation of process and agreements.
