Facilitated Resolution

An informal resolution is a facilitated conversation. A trained member of DCU staff will attend a meeting with both you (the reporting party) and the person whose behaviour was unwanted (the responding party).

The goal is to discuss the behavior in a calm, safe way to find a resolution that feels satisfactory to you. This process prioritises:

• Active Listening: Ensuring your voice is heard and the impact of the behaviour is understood.
• Constructive Dialogue: An opportunity for both parties to work toward a solution together.
• An Openness to Learn: Creating space for the responding party to understand the impact of their actions and move forward positively

The overall purpose is to find a satisfactory resolution while allowing the reporting party to explain how they felt and the responding party to learn from the past behaviour and move forward in a positive way. 

Informal resolution can be an appropriate way to address sexual misconduct at an early stage and may be most useful in relation to issues such as inappropriate use of language, behaviours that invade personal space or behaviours that may be the result of a lack of awareness on the part of the responding party, or sometimes as a result of cultural differences.

An informal resolution will focus on the impact of the behaviour. It aims to:

• Communicate boundaries: Clearly tell the person responsible that the behaviour must stop.
• Address issues early: It can be an effective way to prevent behaviours from escalating. 
• Find common ground: Seek a shared understanding and a genuine commitment from everyone involved to resolve the problem.

If you decide to explore an informal resolution to a you will be supported by trained DCU staff to establish a safe, respectful space for dialogue and active listening. 

Informal resolution will never be recommended or encouraged unless you specifically communicate that you would like to proceed with this option. Likewise, informal resolution will only proceed with the permission and cooperation of the responding party. 

If you choose this option, you will be supported by trained staff to ensure the space remains safe and respectful.

• Voluntary participation: This process only moves forward with your request and the cooperation of the responding party.
• A safe environment: Meetings are held in private, comfortable, and safe locations arranged by DCU staff.
• Clear ground rules: The facilitator (usually a DCU staff member) will provide guidelines for the meeting to ensure everyone remains respectful.
• Support and breaks: You are welcome to bring a support person, take regular breaks, or ask to pause the meeting at any time.
• Respectful dialogue: The meeting will not continue if the conversation becomes disrespectful?

Discussing sexual misconduct directly with the person who has behaved in an unwanted manner can feel overwhelming. 

If you are unsure about how to start the conversation about your experience and how it has made you feel, you can use "lead-in" phrases. These can help to begin the dialogue and the process of resolving the issue:

• "I am here to clearly communicate that [specific behavior] is unwanted and needs to stop." 
• "I would like to share my experience because I want the person to understand how their behavior impacted me."
• "I would like an apology and a commitment that this behavior won't happen again."
• "I want to explain my boundaries in a safe, facilitated environment."

These safeguards are in place to help ensure that both parties within an informal resolution process are treated fairly and the process reflects a trauma-aware approach to experiences of sexual misconduct.  

• It is confidential: All parties are asked to treat the informal resolution conversation as a private conversation and to not share details with others. 
• It is not an investigation: The focus is on finding a resolution, not conducting a formal investigation into the behavior.
• It is not a formal process: The University cannot take disciplinary action against individuals based solely on the discussions within an informal resolution

DCU’s duty of care: In very rare cases where there is a significant risk to your safety, the safety of others or a legal requirement, the University may have to act. If this happens, we will continue to provide you and any other relevant parties with dedicated support and information every step of the way.

While an informal resolution can be constructive, it may not be appropriate for every situation. It is important to consider the nature of what happened and your own emotional wellbeing before deciding to proceed.

• Informal disclosure [QUERY]: Disclosing your experience to a trained DCU staff member may be a helpful step before pursuing formal resolution. This will allow you to learn about the support available to you as well as the full range of reporting pathways at DCU. 
• Criminal thresholds: This process may not be suitable for behaviors that could meet a criminal threshold.
• No pressure to proceed: You should never feel pressured to choose this informal resolution. DCU will only ever proceed with informal resolution if you specifically communicate that you wish to engage with it.
• Your right to choose: You have the right to change your mind and pursue a different pathway, such as a formal University report or a report to An Garda Síochána.
• Prioritising your wellbeing: Listen to your instincts, do you feel ready to discuss your experience with the other person, even with a facilitator present.

Informal resolution for students 

If you are a student and wish to begin an informal resolution process, please contact the DCU Policy Officer Deirdre Moloney (deirdre.moloney@dcu.ie) or the DCU Dignity, Respect and Sexual Misconduct Response (DRSMR) Manager Lorrna Greene (lorna.greene@dcu.ie)

Informal resolution for staff

If you are a member of staff and wish to begin an informal resolution process, you can contact the DRSMR Manager Lorna Greene (lorna.greene@dcu.ie). You also contact your DCU People Partner or your line manager.