Organizational ombudsman

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An organizational ombudsman is a designated neutral or impartial dispute resolution practitioner whose major function is to provide confidential and informal assistance to managers and employees, clients and/or other stakeholders of a corporation, university, non-governmental agency, or other entity. As an internal employee the organizational ombudsman carries no other role or duties in order to maintain independence and prevent real or perceived conflict of interest. Using an alternative dispute resolution (ADR) sensibility, an organizational ombudsman provides options for whistleblowers who seek to safely and effectively bring their concerns forward. Additionally, an organizational ombudsman offers coaching on ethics or other management issues, provides mediation to facilitate conflict resolution, helps enable safe upward feedback, assists those who feel harassed and discriminated against, and generally helps employees navigate bureaucracy.

The organizational ombudsman role has evolved from its 'classical' ombudsman roots where it originated in Sweden in the 18th century as an independent high-level public official responsible to the parliament or legislature and appointed by constitutional or legislative provisions to monitor the administrative activities of government.

The concept has been widely implemented, and has been spread around the globe, with many corporations, universities, government and non-government entities establishing organizational ombudsman programs.

[edit] Impartial third party role

Currently, the role is considered by some as a hallmark of an ethical organization and a key component of an integrated dispute resolution system. Sometimes referred to as the ultimate 'inside-outsider', an organizational Ombudsman adheres to professional standards strictly governing their confidentiality and neutrality. By virtue of their protected and highly placed internal role (e.g., reporting to a board of directors rather than to management), they can be particularly effective at working long-term with management to help effect change in policies, procedures, systems or structures that are problematic for employees or inefficient for the organization.

[edit] Associations and professional standards

The umbrella professional association for organizational ombudmen is the International Ombudsman Association, which provides training and establishes standards of practice. Other non-profit think tanks, such as the Institute for Collaborative Engagement, have strongly supported the work and growth of the profession,[1] as has the American Bar Association, through its support of standards and guidelines to establish organizational ombudsman offices.[2]

[edit] External links

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