Conflict

It’s very common for a committee to experience some conflict over the year. Running a student group can be stressful especially alongside a challenging degree and other commitments. It’s valuable to know how best to manage situations of conflict, and what to do if the conflict escalates into misconduct.

Conflict versus Misconduct

We define conflict as one or more of the following:

• A serious disagreement or argument;

• Friction resulting from actual or perceived differences;

• When people want different things and are unable to compromise.

This is as opposed to misconduct, which we define as behaving in an unacceptable manner. This is established through the York SU Code of Conduct, which outlines what behaviours are not accepted within our Union; the University's Regulation 7: Student Discipline; and more generally common sense.

While conflict generally involves a disagreement or a difference of opinion, misconduct applies when there is a clear use of unacceptable behaviours.

Conflict is less likely to arise when there is:

• Trust;

• Communication;

• Understanding;

• Active Listening;

• Honesty;

• Professionalism.

Causes of Conflict

Within your group, you should look to create a culture that fosters the above environment from the beginning. However, conflict can occur even when this environment is in place. Causes of conflict could be:

• Personal issues;

• Unclear committee roles;

• Inadequate training;

• Bullying and harassment;

• Poor communication.

It's important to deal with conflict as soon as it occurs. This means facing it head-on and probably having some difficult conversations. This might feel really hard, but it will support your own personal and professional development, as well as working to resolve the issues!

Responding to Conflict

To face conflict you should:

• Use an informal process where possible;

• Look to nip it in the bud and prevent it escalating;

• Focus on the behaviours that have been displayed.

An informal approach to conflict should follow these steps:

1. Meet with those involved separately to find out their perspective, and listen carefully to what they have to say.

2. In these meetings, ask each party to think about how the conflict could be resolved.

3. Advise each party that if the issue is not resolved informally, the next steps would be to involve York SU or the University through a formal process.

4. If a solution is possible, work with both parties together to move forward positively.

   • You could arrange a meeting between both parties to talk through what's happened.

   • York SU can support you with this, such as having your link staff present.

5. Monitor the situation and any agreement which has been put in place.

Preventing Future Conflict

To help prevent future conflict within your group, work together as a committee to:

• Put systems and procedures in place which everyone understands;

  • e.g. agree that society matters are only discussed at formal committee meetings 

• Develop strong professional relationships with one another, separate and distinct from your personal relationships;

• Communicate regularly, professionally, and positively as a group to help you work together.

Contact your link staff member or our Societies Team (societies@yorksu.org)