Conflict Resolution: A manual for inclusive resistance, social justice and environmental defense groups

Conflict resolution is a process using the principles of non-violent communication in which we explore the competing needs that lead to arguments, tension and conflict among people.

In Extinction Rebellion, we are working together toward the same goal. But we may have different ideas of how to do that. Some of us may be focused on our particular tasks and not realize that our actions somehow interfere with the tasks of other rebels. We may find ourselves in a situation where resources we need are scarce. Sometimes another rebel may cause another’s needs to go unmet, usually unintentionally.

Creative Commons image by charlieCe of Flickr.com

This is how conflict arises in all activist and volunteer groups. It is inevitable. We have learned from generations of civil disobedience and non-violent protest movements around the world that internal conflict is the single greatest threat to our movements, much more destructive than any outside hostile force. Most non-violent protest movements that fail collapse or gradually decline, due to internal conflict.

And yet, we have also learned from experience that suppressing conflict, pretending it isn’t there, smoothing it over or forcibly shutting it down do not work. In the long-run, suppressed  conflict returns in one form or another and the longer it simmers, the more disruptive it becomes.

Therefore, we must find ways to resolve conflict which actually mitigate harm to all. The key to that kind of resolution is recognizing and meeting everyone’s needs to the best of our ability. Conflict resolution is the process of understanding and then meeting those needs, so that conflict dissipates rather than simmering or disrupting.

What standards guide conflict resolution?

We developed this guide for Regenerative Culture workers in Extinction Rebellion in the Czech Republic but it can be used effectively by anyone working in community, social or volunteer organizations. Here are some principles and standards that will help.

• We recognize that conflict is inevitable. There is no need for shame or blame when conflict arises. Non-violent communication is the primary tool in conflict resolution.

• If it is necessary to intervene with someone who is behaving in a disruptive or abusive manner, we do not confront this person in public online spaces. We use the non-violent communication process to address the problem directly and openly either in person, if at all possible, or in private messages, if a personal meeting is impossible.

• If a conflict between two or more rebels affects the group or threatens to harm a group, the conflict resolution process is open to the group. Conflict that affects the group’s functioning is not a private matter. It affects us all.

• Conflict resolution can be carried out within a local group or a working group autonomously using this handbook and non-violent communication skills. If a conflict resolution team is available to mediate, mediation may be called for.

• We are committed to confronting elements of the toxic system which cause harm to vulnerable groups. If a conflict involves social exclusion, bullying, racism, misogyny, ableism, nationalism, homophobia or other manifestations of toxic social systems, we take this into account and confront these systems and their residues in ourselves.

• Mediation will favor more socially vulnerable persons, if there is an accusation of harassment or bullying.

What practical guidelines will help ensure these standards?

• Review and renew your group’s principles and values against discrimination/oppressive behaviors and for inclusion, equality and ethics. Hearing this announced to the group periodically has been proven in studies to decrease incidence of harassment as well as social exclusion in groups. It also makes vulnerable demographics feel welcome and safe.

• Make clear at the start of trainings and intermittently in meetings that non-violent communication ought to be used and is part of your commitment to non-violence.

• Review and renew your shared vision. In Extinction Rebellion, we are all fighting for our lives. When we have conflict between us, it is crucial to take a moment to bring forward the awareness that the person or people standing on the other side of the tension from me are fighting for their lives as well, possibly in a different way or with different priorities or communication/work styles.

• Encourage short feedback loops in listening - feeding back in real time something that you had a reaction to, e.g. ‘It sounded to me as though your tone was a little tense just then. Is that correct/is everything OK?’ or ‘I don’t like it when you call me that - I feel very uncomfortable when this interaction happens,’ as long as these remain within the non-violent communication structure of observation without evaluation and statements of feelings in reaction.

• Encourage a “step forward/step back“ attitude - taking personal responsibility and self awareness, making space for others to speak/be seen when one has been prominent for whatever reason OR challenging ourselves to speak up if we don’t usually.

• NO GOSSIP policy: NO conflicts to be taken on social media at any point.

There are two processes for conflict resolution

• Process ONE is for situations in which all participants in a conflict can meet.

• Process TWO is for situations in which participants cannot meet because it would not be safe and there is a risk of harm to someone.

Process ONE

This is a Clearing Process for dealing with conflict--mutual or highlighted by one party. This requires both parties and a facilitator to be in the same space and only works if all participants agree to follow the process and bring good intention and a listening ear.

Agree a time and comfortable space to meet, agree on length of process and make sure you have everything you need, e.g. water, tissues etc 

Use I statements and allow time for reflection and pauses in process. 

Step 1: Setting up the atmosphere and intention

• All participants to share some element of gratitude, e.g. ‘the sunshine on my walk here’

• All participants to share their intentions - how they will conduct themselves through the process and how they’d like to feel at the end, e.g. ‘I will try and listen with an open mind and I’d like to feel at peace with you/this situation and be able to work well together’

Step 2: Seeking unity on the Facts:

• One or the other party in a conflict may volunteer to go first. If an accusation is at the center of the conflict, the accuser should generally go first. If it is difficult to agree who should go first, flip a coin.

• Person A shares their perception of the facts of what happened, the time, context, content etc. What would a video camera have observed? (No interruptions beyond reminders to avoid evaluation or judgmental terminology. Time limits may be set and may be amended if there is need.)

• Person B does the same.

• Facilitator: Observe where the facts are the same and where they are different. Acknowledging that two different perceptions may both be honest and authentic. We perceive differently from different perspectives.

Step 3: Awareness of feelings

• Person A shares when they first felt negative emotions in the interaction, e.g. “when you said, xyz I felt angry.” Ask person A to try and go deeper into what is under the initial reaction ‘under the anger, I felt undermined/afraid.’ Get to the most basic feeling. 

• Remind participants that the fact that someone feels something is a fact. The feeling is indisputable and does not imply blame. We are ultimately responsible for our feelings ourselves. Empathy lies in acknowledging the difficulty others experience when they feel negative feelings.

• Peron B reflects back, e.g. “I hear that you felt angry when I said xyz and below the anger you felt that I was undermining you and you were afraid.”

• Any clarification needed?

• Peron B can then share how they feel in that moment in regards to what A has shared and how they felt during the triggering interaction.

• Person A reflects back what they have heard. Any clarification?

• Ask both participants to reflect silently or openly if they wish on previous experiences when they felt the same difficult emotions they experienced in this interaction. How is the situation different this time?

• Ask both participants if they want to ask for forgiveness for any hurt that was caused, any action that was out of alignment with that person’s good intentions, any ripple effects that came from that person's words/actions.

Step 4: Awareness of needs

• Both participants now reflect and share needs, e.g. “I need time and attention to take a breath before responding in the heat of the moment, I need reassurance that my work is valued, I need to clear boundaries to feel safe in interactions.”

• Guide participants to break down their needs to universal human needs, rather than requests for specific actions at this time. “Reassurance” is a universal human need. “For you to reassure me” is a specific request.

• Each participant reflects back what they have heard the other participant needs. The needs are statements of fact. That a person has a universal human need isn’t disputable.

• Needs may conflict. It is not automatically the responsibility of the other party to meet the needs spoken. Solutions may begin to become apparent at this stage though. We resolve conflict by first developing empathy by understanding each other’s perceptions and feelings and by finding creative solutions in which everyone’s needs are met.

Step 5: Making requests

• Personal A may have requests of the other person, eg “Would you be willing to…” Requests may attempt to find a way to ensure that needs will not conflict.

• Person B may agree or say, ‘No, but I could do …’ also with meeting the needs of all in mind. Note that self-sacrificing so that one’s own needs are overly delayed will likely not be sustainable.

• Person B may have requests, also begining with the word, “Would you be willing to…”

• Person A may agree or offer a different solution. 

Step 6: Finding resolution

• Review action points that A and B are taking away.

• Agree on times for A and B to check in again soon.

• A and B reflect on how they feel at the end of the process and what they take away from it. Give gratitude as appropriate.

• Check in with A and B later to make sure the follow up check in between them happens. Some issues may require another cleaning process, if something new has arisen.  

Process TWO

 In case of individual feeling unsafe to go through Clearing Process with other person present this procedure for dealing with cases of harassment, bullying or unwelcome behavior is in place.

 If a complaint of harassment, bullying, ostracism or unwelcome behavior is brought to the attention of the Conflict Resolution Team, prompt action must be taken to investigate the matter and action taken to remedy the complaint.

Anyone who wishes to make a complaint of harassment, bullying or unwelcome behavior is encouraged to first discuss matters with someone who they trust, ideally a Group Coordinator or someone from the Regenerative Culture Group. This is to take some time to get clear on what happened and how to engage with the process, e.g. finding a facilitator to hold the Clearing Process and approaching the other person to see if they will engage with process

If the person feels unable/unsafe to sit in the Clearing then the advocate can approach them on the complainant’s behalf. The complainant does not need to prove they are unsafe. However, complaints should be clear and specific, when brought to Process 2. Counseling may be sought from the Regenerative Culture group in order to clarify complaints.

It may be possible in this way to resolve the issue by getting the individual(s) in question to see how their behavior could be classed as harassment or bullying and to agree to desist from that behavior. Very often people are not aware that their behavior is unwelcome or misunderstood and an informal discussion can lead to greater understanding and agreement that the behavior will cease. Complainants are therefore encouraged to try, if they feel able to do so, to resolve the problem informally by making it clear to the alleged harasser that their actions are unwanted and should not be repeated.

An individual, who is made aware that their behavior is unacceptable, is asked to:

• Listen carefully to the complaints and the particular concerns raised;

• Respect the other person’s point of view; everyone has a right to work in an environment free from harassment, ostracism, intimidation, discrimination and social exclusion;

• Understand and acknowledge that the other person’s reaction/perception to another’s behavior (the impact) is more important than the intention behind the behavior;

• Agree the aspects of behavior that will change;

• Review their general conduct/behavior when working with others.

• Confirm that they actively want to follow respectful and inclusive principles and values. Failure to do so could result in them being asked to discontinue association with the group, regardless of what seniority, authority or responsibility they have attained in the group.

If, between the complainant and the supporting individual the issue seems too complex or serious to handle alone, a meeting of some members of the Conflict Resolution group and those trained in non-violent communication and Peacemaking can be called to look at the details of what has happened and decide on appropriate course of action.

When dealing with a complaint of harassment in this way, 

• Full details of the incident(s) should be taken in writing from the complainant and their supporting person (if appropriate). Complaints need to be as clear, objectively-worded and specific as possible to enable specific resolution.

• Full details should be taken from any witnesses/other complainants who come forward and may have witnessed the alleged behavior

• The alleged harasser should be informed of the complaints against them. They should be invited to a meeting in order that they can comment on the allegations against them. 

• People’s involvement with the group could be frozen whilst investigations are being made.

• All parties need to be kept informed of expected timescales for how the situation will be dealt with.

• All parties should be fully informed of the outcome and any action that may be required.

A decision will be reached collectively by appropriate members of the Conflict Resolution Group, and any appropriate Coordinators as to the best course of action, working with the complainant to ensure they find the course of action acceptable to their sense of safety and peace of mind. This may include, but is not limited to:

• Making clear to the harasser that they are no longer able to work with the group (in sufficiently serious cases).  

• Giving a warning that the harasser will only be able to continue working with the group if their behavior does not revert, at which point they will be asked to leave.         

• Finding a way for the complainant and harasser to work in different groups where they will have little overlap. The complainant should be given priority in where they want to work.

• In more serious cases: The group may announce publicly that they are not associated with the person in question or a restraining order may be placed.

• False accusations of harassment or other inappropriate behavior—found to be false through investigation—may also result in the group distancing from the complainant.

Instances of harassment, bullying and unwelcome behavior are rarely neatly defined, and processes dealing with them will require flexibility. As such, some flexibility from the above procedure is both likely and acceptable (i.e. doesn’t necessarily invalidate the entire process).

Guarding against poison

Commuter trains in the Czech Republic are strange, almost surreal places. They are often packed so tightly that you are touching several other human beings and breathing their breath even if you are all trying not to.

And yet these trains are often utterly silent.

In some places where I've ridden trains, subways or buses--for instance in New York, the US west coast or Western Europe, not to mention the global south--commuter vehicles are noisy, crowded and full of local culture, often featuring someone making impromptu music.

But in the Czech culture, there is a social contract that holds silence and pretend privacy as the highest virtues.

Creative Commons image by Eric Wüstenhagen

That was why the man sitting across from me yesterday sounded so loud. He was speaking into his phone, his voice pitched a little low but not nearly low enough. All around us everyone else was painfully silent. And this man's voice was audible throughout the train car.

"I told you, I turned it off... What you think you know is irrelevant. I know I turned it off... Well, listen to me. There are stupid people, as you well know. I am an intelligent person. I turned it off.... If you cannot accept reality, you are just what you are... I told you, I turned it off. I don't care. It's there on the counter. I turned it off. Maybe you turned it on in your sleep. I know what I know."

It wasn't so much his words, going on and, on mile after mile, that had me gagging on rising vomit. It was his sickeningly condescending tone. Superiority and contempt dripped from his every word.

I couldn't help imagining who he might be speaking to. Maybe a child or an elderly, senile parent... but most likely his wife or female partner, given the context.

The more I was forced to listen, the more I didn't give a flying rat's ass who he was talking to, how difficult they might be or what was the truth of his history with the device on the counter.

I couldn't hear the person on the other end of his line, not even a peep, despite sitting just a few feet from him. But shrieking would have been a reasonable response to his tone, in my view.

Am I oversensitive? Possibly.

I have known contempt. I am intimate with it. It is the natural child of delusions of superiority. I would wager that every person born with a significant disability has met contempt as well as its somewhat prettier but no less poisonous little sister, condescension.

Their existence is often hard to prove in a digital world. Reading the words of this man on the train, you may wonder why I was upset. Ninety percent of it was in the tone.

It often is that way. The person who wields contempt or condescension must maintain--at least for themselves--the illusion that they are superior, in-control and beyond reproach.

Last week, someone criticizing me for firmly insisting that my child not play in the water until she had changed out of her clothes and into her swimming suit used that tone on me. Parents of children with neuro-diversity are often judged by those who see the difficulties those children have and assume it\s all about bad parenting. Far too many people jump immediately to feelings of superiority.

A police officer patrolling a climate-crisis protest I was involved in used that tone on me just yesterday because he was convinced that I was holding a white cane as a media stunt and only pretending to be visually impaired. When people leap to conclusions about another, they are often wrong.

Haven't I ever felt contempt myself? Yes, to my regret. There is a fine line between disgust and contempt. Disgust arises when a we encounter something utterly abhorrent.

The man's tone on the train filled me with disgust, but not with contempt. I heard his abusive words and suppressed anger. I knew he wasn't doing well. I felt sorry for the person he was speaking to, but I also was well aware that I am not on a different level from him. I have to remind myself of that, which is why I know I am not "above" such negative thinking.

Contempt is disgust with the added punch of a belief in one's own inherent superiority. I didn't feel contempt that time on the train, but I think I have at times slipped down that slimy slope a little and had to pull myself back through shame and remorse.

The fact is that no one is superior to another in that way. It isn't easy to keep that belief firm in today's world in which so much is horrible. But the knowledge that I might be wrong in my perception, that I don't really know the experiences of others, keeps me back from contempt now.

I swallowed back bile on the train and spoke firmly and calmly to the man across from me. "Sir, I don't care who you're talking to or what they may have done. That tone you are using is inappropriate and abusive. I have to ask you to stop because that tone is poisoning the air for everyone here."

He glared at me for a second as if ready to argue or fight. Silence reigned all around us. The other passengers turned their faces a fraction more away from him. Finally he hung up his phone without any further comment, got up and left.

This is why I don't want to perpetuate contempt, no matter how disgusted, outraged and furious I may be at the injustice, greed and cruelty practiced by some human beings.

Simply put, contempt is poison. It poisons the one spoken to, the one speaking and all who hear or read it. It is the poison that has made social media toxic and broken our public discourse. Open display of contempt is the thing that most sets Donald Trump apart from very bad presidents of the past such as George W. Bush.

Contempt comes from a belief that one is inherently superior to another, who is irredeemable regardless of future actions. So, this is the first thing we must guard against, like the key component to a lethal poison.

It wouldn't even matter if true superiority and inferiority existed in humanity. The poison such assumptions create is too toxic, like hot nuclear waste. It cannot be born.

Superiority and contempt destroy families, communities and nations. "A little innocent superiority complex" is actually the diametric opposite of trust and goodwill.

Let us then set our hearts to a conviction of basic respect for others. This doesn't mean I don't tell that man on the train that his tone is poisonous. It means that I nurture the hope that he might question his assumption of superiority. Many people don't change. But everyone could change.

Climate doomsaying as an excuse to be lazy

And other guaranteed ways to make sure the oil companies win

It can feel utterly hopeless. The climate crisis is so vast that individual actions can’t really make any measurable difference. There is little sign that our political and economic leaders are willing to do what is necessary.

And even if they were, no one can guarantee that we haven’t passed key tipping points already. Some scientific models say we may have. Others say we will pass tipping points within a few years, long before any major economic changes can rectify the situation.

It is so easy to give up.

Creative Commons image via Pixabay

Why don’t I? Most importantly I don’t give up because of my sense of self identity and self respect. If I truly believed that the earth would be uninhabitable within 30 years, as some claim, I would not personally be able to “just enjoy life while I can.”

And frankly, I doubt that most people who express that nihilist view actually believe it either. There may be some who do, but to me a comfortable, entertaining and fun life without purpose would be hell. I don’t need a great, earth-shaking purpose but I do need some small incremental purpose. It is the core of who I am.

And secondly, I do have kids. I didn’t give birth to them, but I tried to. And if I don’t see any hope for survival beyond the next few decades, then I would have some serious ethical problems.

I spend a fair amount of my limited time free from the necessities of eating, sleeping, working and raising kids on being a climate activist, whether that is through my writing or more recently through helping out with a local Extinction Rebellion group.

It’s a challenge to stay motivated and feel like my incremental actions are worth anything. On the other hand, I want scientists to tell the whole truth. I don’t want them to skimp on urgency in order to spare people’s feelings. We need to know what we’re up against, even if that someday means knowing we have lost our chance to avert massive deaths.

But there is one response to climate change I find as infuriating and morally questionable as profit-seeking denial of science. That is doomsaying as an excuse to be lazy.

An example, through an acquaintance who is also a responsible and hard-working climate activist, I ended up in an online discussion recently which devolved into a group of people I didn’t know having a mass “doom orgy.” It was in response to my acquaintance’s post but didn’t appear to involve him directly. A few dozen people were doing that online ricochet-in-your-own-bubble thing where one says something inflammatory and six other people try to one-up the hysteria and ten more try to top that and so on.

Pretty much it was a group of people, supposedly supporting climate activism who were saying “It’s too late. No action will save life on earth now. It’s the methane thing. Anyone who doesn’t recognize that everything is hopeless now is just stupid and in denial…” and so on and on.

They were obviously enjoying this titillating moment of doom-wallowing. And it pissed me off as much as a bunch of hillbillies with monster trucks gunning their engines and yelling, “F… Mother Earth!” And both scenes have about the same atmosphere.

My response was to say, “I hope you all didn’t have kids.”

Because most of these people were older than their twenties and likely many of them did have kids. It wasn’t that I think they’d be terrible parents in general or that I wouldn’t want little copies of them running around. It’s just that I am fairly certain if they had kids, they wouldn’t actually believe their doomsday statements. They are merely spouting off for the thrill and the self-righteous superiority they feel.

People who have kids can’t take so much pleasure in predicting total annihilation within the lifetime of the next generation. Or if they do, I pity their children. Hence my somewhat caustic statement.

I could respect a person who truly believed that they had scientific evidence that everyone is going to die in terrible suffering and starvation in a few decades, if they didn’t have children. I can’t very well respect someone who says they believe that but then goes ahead and has kids anyway.

They’re doing “business as usual.” They don’t believe their own rhetoric.

And worse than that, their rhetoric includes statements like, “No action will make any difference at this point.” The person I directly responded to had been ridiculing people who work for green energy and engage in political activism to get better climate policies. I would have been laughed out of the discussion if I admitted to working hard as an activist for climate justice.

The point of this verbal flagellation over climate doom is to absolve oneself and one’s cohorts of any need to take action or put out effort.

Climate activists are sometimes called scaremongers. Throughout human history tyrants have used scaremongering to drive groups of people to action usually to fight or exclude some group they are told to fear. Scaremongering implies a lack of evidence or reality. As such, climate science isn’t scaremongering.

Doomsaying is a similar tyrannical tactic used for centuries but instead of action, it’s goal is to freeze people into inaction, depression and apathy, or at times into panicked, chaotic flight. in the face of a real and factual crisis. Doomsaying is as heinous as denial.

In this case, doomsaying is actually the more virulent and damaging ideology.

Climate denial today primarily affects those who know they are in opposition to science and facts. People who refuse to acknowledge climate science are unlikely to change their minds until they are personally facing survival threats. However, doomsaying affects people who are aware and who are taking at least some small steps toward a solution. It demotivates and freezes those who would act and lulls those who know the danger but are inclined to laziness.

And so yes, I called out people claiming to be climate activists in the midst of their self-perpetuating hysteria of despair.

And it isn’t even about evidence and who is scientifically correct.

I am not a climate scientist. It is a real profession. It requires years of university-level study. I am not going to do some reading and a bit of “experimental research” as so many so-called “activists” have and start declaring my own conclusions. I don’t make my own science anymore than I do my own surgery or build my own computer.

I read the scientific papers as best I can. I know that the outputs of big organizations are watered down, as they always are in any document written by a committee. I know that governments give out information with an agenda attached. But in the end, I don’t see hard evidence of utter hopelessness.

And for me to throw up my hands and go live a life of entertainment and creature comforts because “it’s all hopeless anyway,” I would need more than absolute, incontrovertible evidence. I would need to give up on my children.

Jokes that hurt without meaning to

This post is not about racists, homophobes, ableists, sexists and other recognized deplorables telling deplorable jokes that we can all agree are damaging and not funny.

Sorry. It’s been done. Here are some links (on people who get mad that women don’t fake laugh at sexist jokes anymore. and how bigoted jokes change who it is socially acceptable to hate), if you need a post about that. It is also a real issue.

This is the “dig a little deeper” post.

We—and here I mean progressive, kind, good-hearted people who don’t want to hurt anyone—need to think about what happens when we accidentally or carelessly tell a joke that hurts someone.

There’s a Facebook meme that says, “If I ever confuse ‘their’ versus ‘there’ and ‘its’ versus ‘it’s’ in the same post, you should take it as a sign that I have been kidnapped and I’m signaling for help.”

I’m a linguist, a grammar buff and an ESL teacher. I get why this is funny.

Those who know and care about the differences in words and who feel that the integrity of language matters get frustrated with the apparent lackadaisical attitude of many on social media toward the written word.

To many of us, sloppy spelling and grammar is the equivalent of going out in public with your fly down, food on your chin, morning breath, body odor and your hair not brushed for three days. It reflects poorly on the person posting a message and discredits what they have to say.

Meanwhile, to many people on social media, typing is simply a different way of talking and the faster it’s done the better.

The joke is funny because:

1. The person who posts the joke is poking some fun at her/himself for being a bit of a grammar nerd,

2. We all know a lot of people online who just don’t care whether they make those mistakes and there is a light rivalry between them and the grammar nerds.

3. Some people’s grammar and spelling is really hilarious.

Um… What? Wait just a minute there.

Number three is a problem. If poor grammar on social media is the equivalent of going out in public disheveled, then laughing at people who present poor grammar is the equivalent of ridiculing a person in public who looks disheveled.

And that person might just be homeless.

Or in the online version, they might be dyslexic, blind, an ESL learner, uneducated due to generational poverty or so stressed by difficult life circumstances that they can’t check over their posts.

Imagine if you will a similar Facebook meme stating, “If I ever start stuffing my face and turn into a fatty, you should take it to mean that I’m trapped in an abusive relationship under threat of violence and that’s how I’m signaling for help.” Imagine a really slim friend posting this.

Okay, it is no longer funny at all. We can probably all agree that this would be insensitive and cruel.

The analogy is closer to home than you may think. Obesity is often considered a product of lazy, lackadaisical habits, just as poor spelling is. But both are often actually caused by or exacerbated by factors beyond a person’s control. Both are also the focus of a lot of overt harassment and ridicule.

I cannot count the number of times someone has called me out online for mixing up a homonym, for a dropped comma or for not catching a bad autocorrect. My specific reasons for these mistakes are being 90 percent blind, using voice recognition to type and being a stressed-out parent on modest means. I’m geographically isolated enough to need social media for both work and social interaction. So I try anyway, but my online escapades are far from perfect.

I’m a professional writer and I graduated suma cum laude in linguistics, so I shouldn’t be sensitive about this

But... ridicule is hard to take, and growing up with a disability I’ve received my full measure. When I see other people ridiculed for it online, even when they are my political opponents, I feel threatened.

Okay, I’ll agree that a president really should check over his tweets. If I were president, I wouldn’t be sending out anything I hadn’t had checked by someone else. There’s having a text disability and there’s being smart about your personal strengths and weaknesses. Presidents can afford line editors and so there isn’t much excuse beyond arrogance and lack of care.

But I still don’t engage in those particular jabs at 45.

I think I did once find that grammar meme funny, years ago, when I first got on social media. I had the same problems I have now with text, but I had not yet encountered the online ridicule over it. A person’s experience of having been ridiculed about the point of the joke does matter.

I recently overreacted to such a joke and called out a friend over it. I felt bad later. I don’t want to be harsh or mean, especially when I’m pretty sure the person who posted it had the first two reasons for humor in mind, not so much the problematic third.

But it is an issue worth thinking about. I have seen my friends who are only intermediate in English be dismissed and laughed off of social media, when it took significant courage for them to speak up in a foreign language. I have been ridiculed for posting in the language of the country where I am an immigrant. It is also a second language for me and I know I make mistakes.

And this is by far not the only joke that many of us may find funny, while it hits someone else like a sucker punch. Some jokes about family relationships may really hurt people who have lost family through adoption or estrangement. Some jokes may reference something sensitive for one group that the individual telling the joke genuinely didn’t realize would be sensitive. Think bananas, jungles and “gypsy” fortune tellers for instance.

I may be experienced enough to personally avoid these, but I’ll guarantee you one thing. There is a joke out there somewhere that I will think is hilarious and either laugh at or share, which will actually hurt someone. And I can pretty much guarantee that the same is true for you.

We don’t know for sure and we’re all likely to make this mistake, no matter what our personal background is. A lot of people will take that as a reason to dismiss the whole thing and say that we should all grow thicker skins and learn to take a joke.

But we know where that leads.

If we say it is all right to tell jokes that hurt people with invisible disabilities or ESL learners, we will be that much closer to social acceptability of overtly racist jokes.

And yet laughter and humor is in desperately short supply. Our hearts cry that the solution cannot be that we walk on eggshells around sharing anything funny.

The best I have for you is this:

1. When I am hurt by such a joke or comment in the future, I will say simply, “That hurts. Here’s why.” I will go back to psychology 101 and use statements starting with “I” rather than accusing the other person of something. I invite you to join me in this resolution.

2. When that unhappy but inevitable day comes when I am told that my humor hurt someone else, I will listen and truly think it through. I will delete jokes that hurt people if it’s online. And I’ll apologize for hurting that person, even if I had no intention of doing so, even if I don’t quite think they are justified.

The experience of hurt is a fact. If it comes from me then I did the hurting. Intention is not irrelevant but it is also not everything. Neither is reasonableness. Saying, “I’m sorry my joke hurt you. Thanks for letting me know. I will try not to hurt you in the future,” costs little.

This isn’t going to solve all the problems of social media or dinner party discourse, let alone the broader world. But it can make our personal circle of social interaction more aware and safer for those who have already had their full measure of hurt.

Interconnection: A child's encounter with new life

My normally hyperactive, constant-motion child sits for hours by the box on the back veranda--cuddling, cooing, coaxing. 

Once in a long while, I predict a parenting moment correctly. I decided to take on the responsibility of a litter of kittens during my kids' middle childhood. And it took planning. 

Creative Commons image by Sergey Ivanov

Some might ask why i would plan to contribute to the overpopulation of small furry creatures. My first reason is that I always felt a measure of guilt that I had my first beloved cat spayed fourteen years ago, before she had a chance to have even one kitten.

I watched her pine and grieve over other kittens. She almost adopted a kitten who came to live at our neighbor's house. He followed her around a bit, but didn't stay attached to her.

All this was made extra poignant by the fact that I was struggling with unexplained infertility at the time and it eventually led to adoption. Some small part of me wondered if my inability to have children wasn't a kind of karmic retribution, even though I know all the theories claiming that spaying is the kindest thing we can do for our pets. 

I will get my cat spayed and I already have more prospective adoptive homes lined up than I have  kittens to fill them. But I feel a sense of relief having gone through with it.

My second reason has to do with my children, who I finally did find at the end of my own long road. Having a litter of kittens at home was one of my great childhood dreams (which went unfulfilled along with the shiny black dress shoes I coveted).  Beyond that, I believe that watching birth and the bonding between a mother and her young is a fundamental part of education that is often missed by human children today. 

If I could persuade my ducks or hens to exercise their parenting instincts I would have baby chicks as well. But the only easily observable mother around turns out to be our new cat, a flighty year-old adolescent herself. She was abandoned as a kitten and we adopted her after my first cat died. 

We waited to allow her a litter of kittens before being spayed--for her sake and for the education of our next human generation. 

The kids watched her grow heavy with a drooping belly. They wondered as her behavior changed, while she searched for security and struggled with the pain of birth. They ran to me at least twenty times, calling out that the kittens were being born. And each time it was a false alarm.

Finally one afternoon, my six-year-old son came to me with round, solemn eyes. "The kittens are there," he said. "They are already born."

Creative Commons image by SuPeRnOvA of Flickr.com

I hurried to look and sure enough the cat, who in retrospect I realized had been strangely quiet that day, lay with four tiny vaguely rat-shaped bundles attached to the tits on her underside. 

Still it was my older child who was most overwhelmed. Though she usually has great difficulty controlling her impulses, she took to heart admonitions against picking up the newborns and sat occasionally stroking their backs with one tentative finger for as long as we would let her in the evening. 

Getting her to sleep that night was as difficult as it has ever been on the eve of a major holiday. She lay in bed wriggling with delight and anticipation, believing the tiny beings in the cat's basket would be running and romping with her the very next day.

Kittens do grow quickly, but not instantly. In fact, their timing is well calibrated to teach small humans--who can conceive of about a week but no more--the rudiments of patience. 

The children observed the chewed off remnants of umbilical cords on the kitten's bellies. Now they watch as the kittens totter about and open their eyes. They learned amazing amounts from this, so much more than they absorb from school or books. 

And the thought that so many children today never get to closely observe this process of new life gives me pause. No wonder we are so disconnected from life and our interdependence with the natural world. This seems to me to be such a fundamental building block--as crucial as reading or addition. 

The simple awe-inspiring beauty of kittens is nigh unto to universal. An acquaintance passing by on a bike ride thanked me profusely after my children showed her the kittens. I was momentarily perplexed, but she explained that seeing them was just what she had needed.

The calming and centering effect on children for whom every day at school is a struggle is clear. I do hope this time I have done right by all.

The good things about hard labor

The sun's going down through the budding trees on the ridge. It's nearly time for a well-deserved break. Come join me for a cup of tea--mint, wild oregano, maybe a pinch of echinacea smelling of last year's honey bees.

The last rays dazzle gold through the greenhouse walls. I pat the final arugula starts under the rich soil. Then I lug a full watering can from the rain barrel to sprinkle the seedlings, greens and herbs. The last frost may not have come yet and it is still just a tad early for the drip lines.

Public domain image

My steps are slow. My arms and legs feel like heavy weights. But the animals are fed and the rest of the starts watered. The only thing left is to read a story to the kids.. This evening we read a story about a rain forest frog and several poems on cats as the light fades in the sky.

My hands are dry from the soil. Lavender, pine and sage salve with olive oil is good for that. I sit rubbing it on in the dim kitchen. The only light comes from my husband's video screen, a Beltane candle in the shape of a leaf and the dying light of the sky.

I have to handle my mug carefully now--with hands slick from a thick layer of salve. A sip of tea, then another. Relaxation flows down my back.

Spring days are long, filled with digging in the earth, hauling water, separating fighting kids and cooking meals. My neighbors largely don't live this way. They are exhausted too, but more likely from screens, meetings, offices and shopping. Not a day passes when I don't hear someone question my different way or call it some form of "extreme."

Extreme? To cook one's own meals? To grow a garden for food and medicine? To insist on food made from raw materials? To expect that children's play should mostly be active? Even to insist that children have tasks to help with at home? 

In some places people love the idea of "the simple life," but rarely do more than make token passes at it. It isn't simple. Not that I've seen. But neither is it extreme. 

It is a conscious way of living, a choice to make--not once but in every moment of every day. You have to know why you're doing it each moment. Otherwise, how can you keep making that choice?

Here are some few of the advantages of the conscious life:

• Self-respect
• Moments of beauty
• Less chemicals
• The ability to take the problems of the world less personally
• More healthy days
• Satisfaction of the primal instinct for food security
• Muscles that ache in a good way
• Happy taste buds
• Confidence and competence 
• A sense of the ground beneath your feet as living being
• Peace within

There is nothing quite so good as that moment of peace at the end of a day that was as much physical as intellectual, where a job with modern technology is balanced by the sheer physicality of growing one's own food and medicine and where physical labor is balanced with space for creativity. It is too easy to take the world's brokenness personally, unless  you have your own grounding.

Surviving the new reality

Rain drums on the roof as I write. I am on enforced rest. Doctor's orders. I could cry for joy over the rest, except that the eye surgeon has forbidden me to express intense emotions. 

But you get the idea. I don't feel sick but I'm supposed to stay inside, keep warm, not work much and be at peace. I know, I wish I could spread it around a little too.

The only downside of this is a feeling of vulnerability that comes with the isolation.  I hesitate to venture out much, even on-line. I am a bit breakable and the world has suddenly become doubly harsh.

Creative Commons image by Sepp Schimmer

I saw a post from an old work colleague about attacks against people of color in the US. I wrote in a quick reply of support and bittersweet humor. And instead of solidarity, my old office-mate lashed out at me, labeling me an "sheltered white expat." 

I instantly had the urge to fight back. I'm not one who takes things lying down or turns the other cheek. Sure, I'm white and I know better than many white people what privileges and protections that entails. I am highly aware when I meet police officers that I am wearing the backpack of white privilege--then and many other times. I also know that when any country is in the grip of fear that there is an understandable anger toward emigres--those who left, no matter how good their reasons. 

On the other hand, I'm also a person with a significant physical disability. I'm up against the wall in this too. My children are not white and they are newly naturalized citizens. Will we ever be able to go back to visit my home and family again? That is not an idle question in these post-election days. We are also in a country (the Czech Republic) that Donald Trump has pledged to put a military base in. We are isolated for the moment, but far from off the hook. 

Still, I bit my lip and said none of that. I know well the furious emotions raging in my colleague's post. I replied only to express more simple and direct support for her. I told her I am an ally and I understand her words. She and another friend continued to express anger and rejection toward me. There was no reconciliation. 

I am worried.

I'm saddened to lose a connection to someone I enjoy simply due to these terrible times. But I am even more worried by what this negative interaction among allies means for our people--the people of our country, citizens and non-citizens, all cultures and all backgrounds. We're stuck in this together, after all. 

My home county in Oregon reportedly voted 67 percent for Trump. There are people I call friends who did and likely even a few only moderately distant relatives. And if I cannot meet a friend who agrees with me in support and solidarity, if we are so divided that I am the enemy even when I am not across the political divide, how... oh gods, how will we live with those who really do hate and choose a hateful leader? 

Let's take a moment to forget that Trump even exists. 

Sigh. Now doesn't that feel better? 

But wait a minute. There's a problem. We've made Trump disappear but we haven't made the many people who vehemently support him disappear. Sure, we can say they are a minority, as few as 20 percent of the nation and not even most of the voters. But they are enough and we have to live with them, Trump or no Trump.

I have always felt this because of where I grew up, far from the cosmopolitan and high-thinking coasts. I love visiting Portland, Seattle, New York or Francisco for precisely this reason. Our bubble of acceptance and freedom feels so good. 

But we forget that this is not all of the nation at our peril. We ignore rage at our peril. We belittle politically incorrect antagonism at our peril. We've seen that now.

I know it is hard to think about surviving the next four years. But we will... most of us at least. And here is how I propose to do it:

Creative Commons image by Peter Roome

• If there is a registry for Muslims, get on it. I'll be a Muslim on paper.  If we're all on the list, the list will have no teeth.
• Talk to Trump supporters. Really talk and listen. Listen to what motivates them, what they are upset about. Share your thoughts with respect and without contempt.  They are people and most people are susceptible to change, even if slow change.
• Promote facts, everywhere, over and over again. The media will not help, so we have to do it. Talk about facts, post them, remember them, make lists. Don't let up about climate change.
• Explain white privilege, primarily if you're white. Explain it again and again and again until you're sick of it and then explain it to more people. There is no way we're as sick of explaining it as Black, Hispanic and Native American people are.
• Talk to the person no one is talking to at a gathering. Invite the disabled colleague or classmate to whatever. Connect. 
• Make your circle bigger. Whatever it is you can give easily, put it in. Got a neighbor with younger kids who could use some of your nicer used clothes? Got extra veggies from the garden? Got wood or materials or whatever? Buy less, trade more, reuse more. Gain your security from community.
• Take care of your own basic needs with as little resources as possible. Reduce plastics and fossil fuels in whatever ways you can. And remember you'll do more and better if you're rested, healthy and fed. Don't wait to be taken care of. Stand strong, think ahead, link arms.

My hope is with you. 

Tips for working with a blind colleague

Creative Commons image by Irish Typepad of Flickr.com

The other day someone asked me about working with a blind colleague in a professional setting. It brought me back to the days when I used to work in offices. Sometimes I hid the fact that I was nearly blind. In other situations, I cautiously let people know about it. Neither approach made the work environment very pleasant. Never did I work with people who asked how they could work with me--a legally blind person--more effectively or how we might increase our flow and productivity and ensure more good camaraderie and less stress in the office. I very much appreciate this question now. And being a lot wiser (and older) than  was in my office days, I actually have some answers. 

Here are a bunch of ways you can make working with a blind colleague a blast and get the most out of your talented team. 

Creative Commons image by Sonia Belviso

1. Tell the blind colleague who you are the first time you meet.
2. Tell the blind colleague who you are when you return from getting coffee. Say, “It’s (your name).” No explanations or embarrassment necessary.
3. Tell the blind colleague who you are when you return from getting something off the printer.
4. Tell the blind colleague who you are when you want to ask a question.
5. Tell the blind colleague who you are when need to borrow something.
6. If you borrow something, return it to the blind colleague's hands, not to the desk or shelf. There can be exceptions to this rule, if you have discussed the item specifically and there is a very precise (within four inches) designation of where the item belongs.
7. Tell the blind colleague who you are when you say good morning.
8. Have everyone say their name at the beginning of meetings. Every meeting! Even if your colleague “should” already know who the people are. Even if the blind colleague has learned to recognize every voice in the room, some people may not speak at all unless they are asked to say their name. In informal and repeated situations just going around and quickly saying names is enough and it usually takes no more than a few seconds if done without embarrassment and unnecessary argument.
9. Tell the blind colleague who you are when you ask if he/she wants to go to lunch with you and other colleagues.
10. Do ask your blind colleague to come to lunch or for other social engagements with colleagues.
11. Stop telling your blind colleague who you are if he/she tells you you can stop. Usually this means the person has learned to recognize your voice.
12. If possible, let your blind colleague have his/her own tools and utensils and don’t touch them without asking. Do not “put away” something that your blind colleague owns or uses. If you have to share certain things agree on an exact location where they will be kept.
13. A place for everything and everything in its place.
14. When someone who is less familiar comes in your office, let your blind colleague know, even if it is an informal visit and the blind colleague has met this person many times before. Say, “That’s (person entering’s name) coming in.”
15. In meetings, be aware that conversation flows primarily through eye contact and visual cues. Your blind colleague may either appear to be overbearing and interrupt others or may not engage in the meeting enough. This is largely because of the inability to see other people’s eyes. It is helpful if meetings are structured and someone is in charge of designating who will speak. In less formal meetings, it is good if the leader or facilitator is aware of the issue and watching for when the blind colleague is trying to work into the conversation.
16. When showing visual materials at a meeting, describe them briefly. Say something like, “This is a graph showing our results from the last quarter. It shows that…” or “This is the new logo for X. It’s an abstract shape in blue.”
17. Include important information from meetings in an accessible format—digital or Braille (if your colleague uses Braille. Not all do.)
18. If attending a conference or larger meeting together, you may want to let your blind colleague know who is speaking, read name tags or describe images presented.
19. If your colleague asks for help with physical navigation, you can help, but generally he/she won’t and physically getting around is not the issue. Helping in social situations is much more important.
20. Avoid touching your blind colleague without permission. Don’t gently touch your blind colleague’s shoulder to announce your presence. Use a soft voice and say “It’s (your name).”
21. With a blind colleague who is new to the office, “show” your colleague the locations of objects in one of two ways. Either 1. let the blind colleague sit at the desk and tell him/her where to reach to find certain objects. You can most easily do this by imagining that there is a large clock in the middle of the desk and imagining where the hour hand would be pointing toward each thing. Say, “the phone is at four o’clock. The keyboard is at 9 o’clock. The screen is at twelve o’clock,” and so forth. Or 2. allow your colleague to put his or her hands on the backs of your hands as you indicate items on a shelf. Allow enough time for the colleague to touch the objects and then return to placing his/her hands lightly over yours. People who have been blind for a time will usually be familiar with these techniques and you won’t have to explain. Avoid grabbing the blind colleague’s hand and forcing him/her to touch objects.
22. Many blind people are not totally blind. Legally blind people will often use a computer screen much as sighted people do, but they may have to look much closer to perceive what is on the screen. If you are teaching a blind or visually impaired colleague how to do something on a piece of equipment it is imperative that your colleague be seated in the position to do the task and that your colleague does the task with your instructions. There is no “showing” a visually impaired colleague something on a screen, even if you describe each step you are doing. It may seem to take longer to describe the actions necessary but it will never take longer than “showing” someone who cannot see your actions.
23. Be aware that visual impairments vary widely. Some legally blind people can see very well close up but little to nothing beyond six inches. Some blind people can see quite well in a very narrow field of vision, so that you may be surprised that your colleague can see some things at a distance but still not see you come into the room to his/her right. Try not to be judgmental of what you can’t understand and ask if your colleague wants to describe his/her vision to you and other colleagues at a meeting. It can help to know technically what your colleague’s vision is like.