1. Bias and Gender Sensitivity Training in Peer Mediation
Kelly Dougherty
Villanova University

2. Who Am I? Kelly Dougherty Graduate of West Chester University
B.S. Communication Studies
M.S. Higher Education Counseling and Student Affairs
Villanova University
Area Coordinator for Residence Management
Coordinator for Housing Services
Co-author Facilitators Guide to Gender Sensitive Mediation Training

3. Facilitator’s Guide
Found a need for more comprehensive training in mediation for student leaders
Shift the focus from a step by step process to meeting individual needs
Goal is to create a more well-rounded mediator:
Self-reflection
Self-assessment
Recognition of biases
Format/Structure of the Manual

4. Peer Mediation Training
Teaches our student leaders how to effectively manage conflict
Aids in development of student leaders:
Self-esteem
Communication skills
Problem solving skills
More investment in institution and conduct processes
Not just applicable to Residence Life

5. Conflict What is conflict? A fight or disagreement
Holds a negative connotation
Incompatibility between thoughts, ideas, opinions, and beliefs of two or more individuals
Allows for more open dialogue/conversation

6. Bias Training
An opinion, belief, or tendency one may have that is pre-conceived or made without valid reason
True for one must be true for all
Hinders ability to remain impartial
Assess level of comfort, address personal biases, recognize limitations
Activity

8. Gender Sensitivity Training
Leads to more productive conversations with disputants
Helps mediators prepare better for mediation
Also helps them prepare if it is needed to change course during a mediation
Not related just to disputants but also has an effect on mediator as well
Does not imply a “true for all” standard
Instead gives more insight to the tendencies of those who identify as more masculine or feminine when approaching conflict

9. Gender in Conflict Masculine Tendencies Feminine Tendencies
Adventurous
Aggressive
Dominant
Competitive
Independent
Fact Driven
Personal Success/Gains
Feminine Tendencies
Submissive
Sensitive
Cooperative
Sentimental
Dependent
Relationship Driven
Group Gains

10. Why Is This Important? Helps to create more well rounded mediators
Mediator’s more aware of individual needs
To be an effective mediator, training begins with “you”
Recognize own challenges
Better understanding of how gender can affect on the approach and resolution of conflict

11. The Mediation Process Steps adapted from The Mediator’s Handbook
(Beer and Packard, 2012)
Introduction
Gaining Perspective
Summary and Goal Setting
Compromise and Discussion
Resolution and Conclusion

12. The Case of Devin and Shay
Devin and Shay grew up next to one another and their families were always very close. When coming to college, both students thought it would be a great idea to live with one another. The first month or two of their freshmen year was great, but now Devin is starting to get frustrated that the mess on Shay’s side of the room seems to be growing and spreading. As a result, a stench has also started to fill the room. Devin cannot understand why Shay does not see this as an issue. When Devin spoke to the RA about his concerns the RA asked if Devin had approached Shay about this issue and Devin stated that Shay “should just know. Shay has to see it/smell it too.” Devin ignored the RA’s advice to have a conversation with Shay. A few days later, Shay comes to the RA upset. Shay stated that Devin began yelling over the volume of the television and started kicking things on the floor over to the other side of the room. Shay stated that the roommates got into a really heated argument and that this was really out of character. TV volume has never been an issue before. The RA decides it is best to sit both roommates down for a mediation.
If the case study consisted of 2 individuals identifying with female tendencies in regards to conflict, what may present some challenges? What if they were two individuals with masculine tendencies? What if it was both?
Knowing all of this, how does this affect your plan of action moving forward in training?

13. Questions???