Volume 13 (2024), Edition 2

The legal requirements impose obligations on companies when dealing with the issue of »sexual harassment in the workplace«. At Deutsche Bahn AG these are supplemented by internal company guidelines. The focus is on strong and constant prevention...

Sexualised harassment and violence in organisations are widespread and often undetected due to a lack of reporting and fear of stigmatisation. A paradigm shift is advocated here: »When in doubt, decide in favour for unknown affected persons«. This...

The victim-offender mediation for sexual offences is only marginally used by victims and rarely taken into consideration in judicial referral practices. There are a variety of reasons behind this. Nevertheless, victim-offender mediation can be a...

Defining the quality of mediation and ensuring the objectives of mediation training are complex challenges. Erpenbeck and Heyse’s (2010) competency model provides a framework for developing clear benchmarks for mediation training. This enables...

Communities need alternatives to traditional methods of conflict resolution, and need to adapt foreign methods, because the effectiveness of indigenous methods have become limited, due to the constant reappearance of conflicts and the inability of...