Cultural Expectations in Mediation Camilo Azcarate Manager, Office of Mediation Services World Bank

services · use of mediation cultural dimensions· findings usage· expectations · behaviors Presentation Objectives WBG Mediation Cultural models Questions

CRS Ombuds Office (OMB + RWA) Mediation Services (MEF) Peer Review Services (PRS) Ethics (EBC) Tribunal (WBAT) + INT/internal investigation WBG Internal Justice System

Mediation Services (MEF) works with two or more staff members to help them understand each other and bridge differences during a formal mediation process and using internal and external mediators Independent Impartial Informal No decision-making Internal & External mediators CRS

Mediation/ Facilitation Cases/ year Intake Mediation MOU 85% No MOU 15% Referral Implementation Week 1 Week 2-5 Evaluation 95% “useful” 85% HQ 15% CO

New Initiatives Conflict Competencies Outreach and Training Expand Access to Country Offices

Assumptions - There are more similarities than differences across cultures - Cultures change all the time -Cultures have ranges of behaviors and approaches available to individuals -Individual belong to several cultures simultaneously -Individual behaviors are not necessarily determined by culture However… there is evidence that individuals from different cultures seems to prefer different strategies to handle conflict Culture: “Set of values, attitudes, beliefs, worldview and underlying assumptions shared by a group”

Individualism (IDV) Power Distance (PD) Masculinity (MAS) Uncertainty Avoidance (UA) Hofstede’s Dimensions

High- assertiveness is valued, strong individual opinions, advocacy and pursuit of self-interest is expected. Conflict is unfortunate but “normal” result. Low sacrifice of self-interest to preserve social harmony is expected; direct confrontation, individual advocacy not expected. Conflict is not “normal”. Individualism (IDV) Degree in which individuals are integrated into groups USA 91 Australia85 France65 India42 Philippines 30 Chile19 China17 West Africa15

Large- centralizations of decision making valued. Dissent and feedback from subordinates not expected, welcomed. Conflict across hierarchical lines less “acceptable” Small- Centralization of decision-making not valued. Dissent and feedback from subordinates tolerated, sometimes requested. Conflict across hierarchical lines more “acceptable” Power Distance (PDI) Degree in which less powerful members of the group expect unequal distribution of power Philippines 90 China75 West Africa72 India72 France62 Chile60 USA 35 Australia31

Low IDV /High PDI More likely to avoid Less likely to contend, integrate High IDV /Low PDI More likely to contend, integrate Less likely to avoid Findings [i.e. Wu, Yuen, Zhu, 2001]

Expectations- Ideas? Low Usage: Avoidance = no mediation Evaluative style: mediator seen as authority figure Engagement :indirect communication, saving face, avoiding direct discussion of issues Expansion to Low IDV cultures