Our
Services

At (re)genera, we contribute to the construction of safe spaces in the work environment through three lines of action:

Restorative Process Facilitation

through safe, confidential, and voluntary spaces, where the affected individuals can express their needs and agree on ways to be repaired.

Where victims can express their needs.

Where those who have caused harm take responsibility for their actions and their consequences.

Where the actions to repair the harm can be agreed upon.

Where the organization ensures the implementation of the agreements.

Where work is done for the safe reintegration of individuals.

We offer advice to organizations

on how to integrate restorative practices into protocols and management of cases of violence, harassment, and other harmful behaviors.

The allegations for exploitation, harassment, sexual abuse, and other wrongdoings that reach the organization’s reporting channels can be managed through protocols that incorporate the paradigm of restorative practices, ensuring that the affected person is put at the center of the process.

Currently, organizations tend to use a disciplinary approach, based on investigation to determine if an offense or a violation of the code of conduct has been committed and subsequently determine the application of punitive measures depending on the severity of the case. In a manner similar to the criminal justice system, the process is based on an investigation focused on witness statements and the search for evidence. These processes can contribute to amplifying the conflict and end up being re-victimizing for the person who has suffered the aggression if they are not complemented with a damage reparation process that is more focused on their needs.

Training, support and mentorship of professionals

to develop their skills in conflict management, harm repair, and rebuilding relationships when situations of abuse and violence have occurred within their organization.

We support them with tools and resources as part of the preventive approach. Thus, helping to reduce the incidence and negative effects of violent behaviors among the people within the organization.

We train and raise awareness among people in different areas: awareness of violence and harassment at work, NonViolent Communication, tools for self-management of differences in work groups, restorative circles as mechanisms for prevention and case management, and support and mentoring in restorative leadership.

Frequently
Asked
Questions

In the context of organizations, the formal or informal power held by individuals plays an important role in work and personal relationships. The harmful use of this power can cause damage that has physical and psychological consequences for people. The power imbalance makes it very difficult to address the reparation of harm in a horizontal space like mediation. Restorative processes, on the other hand, place the person who has suffered the aggression at the center and involve both the person who has committed the aggression or abuse of power and the organization itself.

The viability of a restorative process initially depends on the willingness of the parties and the organization's responsibility to take an active role in repairing the harm.

A restorative process can be offered from the moment a person verbally or through an alert communicates that has been victim of aggressive behavior by another person in the organization, regardless of the position or responsibility.

It can also be offered to a victim when, following the application of harassment case management protocols, the responsibility of the offending person is determined in relation to acts of discrimination, psychological harassment, sexual harassment, or gender-based harassment, and the victim expresses the need to be repaired by the person who assaulted them or by the organization.

Thus, always considering the voluntariness of the individuals involved, the restorative process may carry on as an alternative to a formal investigation process of an alert for undesirable behaviors, as a complementary process to the formal investigation during the application of the harassment protocol, or also as a central element of the intervention once the responsibility of the offending person has been determined through the investigation mechanisms and the organization’s protocols.

Restorative processes focus on repairing the harm. The closure of the restorative process will depend in each case on the needs of the affected person. In some cases, this will involve agreements with a repair plan, but in other cases, the process itself, based on listening and dialogue between people involved, will became reparative in itself.

Anyone in the organization who has responsibilities in people management or holds a specific role in safeguarding or in the occupational risk prevention service and is in charge of handling notifications of abuse, harassment, or discrimination.

The duration depends on the intensity with which the individuals experience the harm, the involvement of the parties, and the organization itself. The pace of the process is adapted to the time and needs of the individuals, and therefore, the duration can range from several weeks to several months.

They are carried out in neutral spaces, free from formal and symbolic powers, where the involved individuals can express themselves and interact more freely without the pressure of the organizational structure. These spaces can be created within the organization, at our facilities or online.

The restorative process can be adapted based on the needs of the individuals who are able to participate. It is possible to carry on a restorative process that contribute to repairing the harm even if not all affected individuals participate in the process, as long as the organization is committed.

Yes, the protocol itself can include the restorative process as an opportunity to repair the harm, restore relationships between the affected individuals, and contribute to a safe reintegration within the organization.