> For the complete documentation index, see [llms.txt](https://animal-think-tank.gitbook.io/handbook/llms.txt). Markdown versions of documentation pages are available by appending `.md` to page URLs; this page is available as [Markdown](https://animal-think-tank.gitbook.io/handbook/people-policies-and-processes-set-by-people-ops/conflict-transformation-system/conflict-transformation.md).

# Conflict Transformation System Intro & Overview

## Conflict Transformation System

### Intent

To enable ATT and its members to engage with tensions and conflict healthily and productively, by providing clear pathways for transforming conflict, in order to help ATT and its members work fluidly and effectively towards ATT’s mission.

### Conflict Transformation Pathways

<figure><img src="/files/WVgd9JkhslnQHx1cran3" alt=""><figcaption></figcaption></figure>

#### Step 1

**Become aware you have a problem with someone.** Try to understand what the issue is.&#x20;

<details>

<summary><strong>If an issue could cause significant harm to people or ATT, notify People Operations immediately. Expand this box to learn more about such scenarios...</strong></summary>

These types of issues include those where:

* a major breach of ATT's Member Agreement has happened
* any physical or sexual violation, violence or abuse, emotional abuse\*, or threats of any of these, is said to have happened, or there is believed to be a significant risk of any of these happening&#x20;
* clearly unacceptable behaviour has happened, e.g. more overt or explicit discrimination, prejudice or oppression based on sex, gender identity, race, class, sexuality, faith/belief, ability, etc. (while acknowledging that these forms of oppression may show up in some way in many conflicts)
* someone is thought to have the sole purpose of causing damage to the movement, e.g. infiltration
* false accusations have been made
* someone is breaking the law and the police or other authorities need to be called.

Issues of this type should be reported as soon as possible to People Operations to gather further information and decide on next steps on a case-by-case basis. Depending on the nature and seriousness of the issue, the outcome of the information-gathering and/or the wishes of those who have been harmed, they may then be processed through the [Informal Conflict Transformation Procedure](/handbook/people-policies-and-processes-set-by-people-ops/conflict-transformation-system/conflict-process.md) or through the relevant formal procedure.

</details>

#### Step 2

If applicable, **use operational tools.** In many cases, "task-related" tools will suffice to solve the problem. For example...

* Use a **project request** or **action request** to ask a role to get something done
* Ask for a **projection** to get transparency into when something will get done
* Issue a **prioritisation** to require a role to prioritise certain work over other things

If this doesn't result in satisfactory change within a maximum of 2 weeks, then...&#x20;

#### Step 3

If applicable, **use the** [**Informal Conflict Transformation Procedure**](/handbook/people-policies-and-processes-set-by-people-ops/conflict-transformation-system/conflict-process.md). If this doesn't result in satisfactory change within a maximum of 4 weeks, then...&#x20;

#### Step 4

**Notify People Operations**, who will then meet with you and determine whether to remain at steps 2 and/or 3, or proceed to step 5.&#x20;

#### Step 5

**People Operations implements the relevant procedure depending on the scenario.**&#x20;

* If a member is **performing below acceptable standards in a role** then People Ops will initiate the [Capability & Performance Management Procedure](/handbook/people-policies-and-processes-set-by-people-ops/conflict-transformation-system/capability-and-performance-management-procedure.md).&#x20;
* If a member is **suspected to have violated the Member Agreement or otherwise engaged in misconduct**, People Ops will initiate the [Disciplinary Procedure](/handbook/people-policies-and-processes-set-by-people-ops/conflict-transformation-system/disciplinary-procedure.md).&#x20;
* If a member has a **grievance with the organisation**, People Ops will use the [Grievance Procedure](/handbook/people-policies-and-processes-set-by-people-ops/conflict-transformation-system/grievance-procedure.md).&#x20;
* If a member is reporting **discrimination and harassment**, People Ops will use the [Discrimination & Harassment Procedure](/handbook/people-policies-and-processes-set-by-people-ops/conflict-transformation-system/respect-in-the-workplace.md).&#x20;
* In **more complex cases**, People Ops will use the [Custom Conflict Procedure](/handbook/people-policies-and-processes-set-by-people-ops/conflict-transformation-system/custom-conflict-procedure.md).&#x20;

## **Organisational resources**

*How we equip and support ourselves to walk towards conflict productively*

Resources are for everyone to access and use to take responsibility for our own behaviour and also to support others with theirs.

* **People Operations:** The People Ops Circle is always available to support members.&#x20;
* **Handbook:** Resources are available in the [ATT handbook](/handbook/guides-for-working-at-att/feedback-and-conflict/conflict-transformation-resources.md).&#x20;
* **Professional development:** Members may use their training budget to develop skills in feedback and conflict if it will help them show up better in the organisation and in the movement.&#x20;
* **Expert mediators or advisors:** Funds are set aside for expert mediators or advisors in exceptional circumstances.&#x20;

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