~ Conflict resolution model ~
9/14/25 — Teal
The Recystance uses a consensus based conflict resolution model.
We aim to get to the root of our conflicts without prolonging harm or ostracizing our peers. We do this by honoring and centering the unique needs that may arise from conflict. We create plans based on the consensus and voices of the people involved. Ideally, this strategy allows us to transform our struggles into a platform for learning, advancement, and unity.
• Pillar I: We create and maintain an environment where all feel welcome to name and bring attention to issues. We acknowledge some conflict is unavoidable and resultant of the merger of different experiences.
• Pillar II: All parties involved in a conflict are equally, fairly, and without bias, given a platform to share their experience.
• Pillar III: Needs and impact are centered always. Sometimes there may be a clear target and aggressor, but instead of hashing out who was justified to do what, we focus on what the parties need to move forward and honoring their feelings.
• Pillar IV: During resolution we name our own feelings and actions rather than attempt to be the definitive voice on what others did or are feeling.
• Pillar V: We craft a plan to positively affect the needs and impacts the parties are living with. Consensus is attained from the parties, and from the group where culture could play a role in the plan. The plan may not be perfect, but it should be a foundation that can be built upon.
Plans may involve the parties agreeing to embody higher standards of respect and dignity for each other or even a plan of action where distinct steps are taken to protect the other. They may include check-ins and concerted efforts to address needs and impacts. Sometimes, plans may involve approaches we have yet to imagine. In all cases we strive to learn and support one another.
This strategy is designed for our peer-based environment and rooted in equity. There are certain abuses that exceed the capabilities of a framework based on us all sharing the load—certain abuses where the benefit of the doubt would endanger or further the suffering of a victim. In these cases other strategies may be utilized, including removal from the organization.
Generally speaking, we try to tailor solutions that don’t involve a closed door. If you use the golden rule, follow group guidelines, and nurture others when you can, you’ll probably stay out of trouble. That being said, this model aims to make ‘trouble’ a less scary place, one where a pathway to reintegration with the group is achievable.
