SLIDE 1 +
Civility at UWM: Skill building for Chairs
Nadya A Fouad, Ph.D. Special Assistant to the Provost for Conflict Reolution
SLIDE 2 +Agenda
Overview of Ombuds Council/conflict resolution Civility-a definition UWM Code of Conduct Incivility—examples Violations: Implications for Exec Committees Scenarios: Implications for Chairs Tools
SLIDE 3
+Ombuds Council
10 Volunteers Impartial Confidential Independent Neutral http://uwm.edu/ombudsman/
SLIDE 4 +Civility
Treated with respect and dignity Environment free from insulting,
humiliating or degrading behavior
SLIDE 5
+UWM Code of Conduct
Integrity by maintaining an ongoing
dedication to honesty and personal responsibility;
Trustworthiness by acting in a reliable and
dependable manner;
Equity by treating others with fairness and
impartiality;
Respect by treating others with civility and
decency, not engaging in bullying, intentional physical harm or intimidation.
SLIDE 6
+UWM Code of Conduct
Stewardship by exercising custodial
responsibility for University property and resources;
Compliance by following State and
Federal laws and regulations, University policies and contractual obligations related to their duties and responsibilities;
SLIDE 7
+UWM Code of Conduct
Confidentiality by protecting the integrity
and security of university information such as student records, employee files, patient records, and contract negotiation documents.
Personal Responsibility by complying
with the UWM Behavioral Standards and Expectations and the UWM Respectful Campus Standards.
SLIDE 8
+Uncivil behaviors
Rude, demeaning and neglecting behavior Failure to return telephone calls or email
messages
Giving someone the silent treatment Failure to respond positively when someone
needs support
Giving someone a “dirty look” Asking for input and then ignoring it
SLIDE 9
+Uncivil behaviors
Failure to give credit for collaborative efforts Speaking with a condescending tone Interrupting others Refusing to listen Impatient behaviors “Side-bar” conversations during a formal
meeting
SLIDE 10
+Uncivil behaviors
Sending a nasty, debasing email or note Talking about someone behind their back Psychological put-downs Discriminatory behaviors based on race,
gender, religion, and so on
Accusations about professional competence Overruling decisions without valid cause
SLIDE 11
+Uncivil behaviors
Disrupting meetings Giving public reprimands Aggressive, belligerent or violent verbal
exchanges with students or coworkers
Intentional creation of inequities—injustice for
students or coworkers
SLIDE 12
+But…. The interpretation of what is civil and what is uncivil is in the perception of the receiver, not the sender (Barash, 2004)
SLIDE 13
+Violations of Code of Conduct
Any alleged violations of this policy should first be reported to the employee’s direct supervisor, department chair or department head as appropriate. It is expected that the recipient of the information regarding the alleged policy violation will investigate and take appropriate action.
SLIDE 14
+What can chairs do?
Earlier discussions are better
SLIDE 15 +What can chairs do?
Do not ignore harassing and
bullying behavior.
There are (at least) two sides to
every story; try to refrain from making a judgment until you have gotten information from a variety
SLIDE 16
+What can chairs do?
Access campus resources to help
guide decision-making. –call us!
Do not promise things you cannot
deliver; recognize limits of confidentiality.
Maintain communication with all
parties
SLIDE 17
+Curtailing incivility
Operate from mission & values. Clarify expectations and
consequences
Listen. Follow policy.
SLIDE 18 +Curtailing incivility
Evaluate yourself and your
- perceptions. Am I partly to blame?
Be careful about “marginalizing”. Take appropriate actions– act
