It’s been a busy first year for the Artificial Intelligence (AI) Working Group of IOA’s Research & Assessment Committee- and we are excited to announce plans for 2025, to engage further with the IOA community.

During 2024, AI Working Group members have included: Julie Muroff (Chair), Brian Green, Dennis G. Jones, Steen Erik Larsen, Lisa PytlikZillig, and Mary Rowe. The initial charge to the group by IOA’s Board of Directors was: “to take the lead on helping members understand how they can effectively use artificial intelligence (AI), including considerations/pitfalls to pay attention to when using AI.” We translated that charge as starting the dialogue and process of collecting information about the IOA community’s interests, concerns, and needs in this dynamic area. More specifically, we explored the potential for AI to complement or supplement ombuds work in ways that (i.) support, not supplant, the role of human organizational ombuds; and that (ii.) mitigate risks to compliance with IOA’s Standards of Practice and Ethics. Notably, our members were not expected to be subject matter experts, or to take positions, or even to make recommendations at this early stage. Indeed, because AI is such a complex and rapidly evolving topic that can impact laws, policies, rules, and practices specific to the particular practice setting of each ombuds, our group has emphasized the need for each ombuds to consult with the relevant contacts in their own organization, and to consider IOA’s Standards of Practice and Ethics, to chart a path that is right for each ombuds, individually.

The initial charge to the group by IOA’s Board of Directors was: “to take the lead on helping members understand how they can effectively use artificial intelligence (AI), including considerations/pitfalls to pay attention to when using AI.”

Consistent with IOA’s charge above, some examples of our 2024 accomplishments include:

31 January 2025

We know that so many in our US Government and US Higher Ed communities are being upended by uncertainty and the impact of new policies.  We also know you  may need to justify your roles and offices now more than ever.  To help support you, we wanted to share some resources, including some talking points that may be useful: 

1. First and foremost, please know we are here for you.  Please reach out to IOA (President Sarah Klaper, members of the Board, Executive Director Ellen Miller) or your ombuddies if you need support, a sound board or just a friend.   If there is something you need, please do not hesitate to let us know. 

Earlier this month, U.S. District Court in Kentucky vacated the U.S. Department of Education’s Title IX regulations published in August 2024.  This means the 2020 regulations are back in force (or remain in force for those institutions who didn’t make the change).  

The 2020 revised regulations limited the ways in which an institution “knows or reasonably should know” of incidents of sexual harassment to give notice to the Title IX coordinator or an “official with authority to institute corrective measures.”    

What does that mean for Ombuds?   

The University of Maryland is conducting a study about ombuds’ perceptions of their work, and how ombuds care for themselves when engaged in challenging cases. Knowledge gained from this study can be used to inform the education and training of ombuds, and the development of interventions to support ombuds in their work.

The first 25 ombuds who complete the survey will receive a $25 Amazon gift card. The study has been approved by the University of Maryland IRB: 2259543-1.

Participate in the survey: https://go.umd.edu/UMDOmbudsStudy

Are you interested in helping to create Coursera course about the ombuds* profession, created in partnership with the University of Colorado Boulder. Produced by Liz Hill and Ken Skodacek, this free, on-demand course aims to promote global awareness and deepen understanding of the diverse roles ombuds play.

What’s in the Course?

Module 1: Introduction, history, and foundational elements.
Module 2: Public sector ombuds programs (e.g., classical, primarily external facing).
Module 3: Organizational ombuds (e.g., primarily internal facing, embedded or externally positioned/outsourced),
Module 4: Advocate ombuds, such as long-term care ombudsmen.
Module 5: Ombuds programs outside the U.S.
Module 6: Skills, careers, resources, and next steps.

JIOA – Special Issue Announcement

Topic: Power, Politics, and Polarization

Submission Deadline: May 1^st, 2025

Organizational Ombuds, with their emphasis on conflict resolution, ethics, and systems, play a pivotal role in addressing challenges arising from power dynamics, political tensions, and societal polarization. In an era marked by the proliferation of misinformation, the erosion of trust in institutions, and the amplification of diverse voices, the ombuds profession stands at the forefront of navigating complex ethical and social issues.

This special issue aims to explore the multifaceted relationship between the ombuds field and the broader landscape of power, politics, and polarization. We invite submissions that critically examine topics such as:

Ombuds Dilemma: Should I be a Brand Ambassador?

Dear In Practice,

In a recent virtual visitor meeting, I looked at my reflection and realized I was not only wearing a shirt embroidered with my organization’s logo but also drinking from one of our organization’s mugs. Thank goodness I had temporarily deactivated the virtual background that prominently features our organization’s logo and which all employees are now strongly encouraged to use.

As we begin 2025, many of our ombuddies are faced with extremes related to weather and other world events. While much of the US has been impacted by severe cold, snow and ice this week, our colleagues in Los Angeles County are facing tremendous uncertainty related to devastating wildfires.  Their homes and the homes of their friends, family, colleagues and stakeholders have been impacted. If anyone would like more information on how to support, please reach out to our friends at Cal Caucus and particularly Serena Young at [email protected] for more details.  What makes our community special is our connections and support of each other.  Please keep these ombuddies in your thoughts and prayers. 

Starting February 6, we will hold space for a quarterly community wellness check-in on the first Thursday of the 2nd month of the quarter at 8 am Pacific:  6 February, 1 May, 7 August, and 6 November. To join us, please use this link to access the space.   

If there is anything IOA can do to support you, as always - please reach out and let us know. 

We hope you have enjoyed the In Practice columns featured in the Independent Voice. If you have not had a chance to read through them all, we invite you to take the time and review the columns posted below. We also encourage further dialogue around these dilemmas and invite your thoughts and insights within the comment section of each posting.

• Ombuds Dilemma: When the Visitor is the Problem
• Ombuds Dilemma: Do Ombuds Provide “Emergency” Services?
• Ombuds Dilemma: Should I list my degree?
• Ombuds Dilemma: Should I stay or should I go?

What’s Your Dilemma?

We recognize that you may have experienced dilemmas in your practice that would be helpful to discuss with your colleagues. In Practice readers are invited to submit their own practice-related dilemmas for possible future publication. Dilemma narratives of under 200 words can be submitted by email to: [email protected]. Please note that dilemma submissions may be edited for length and clarity and are published without attribution. Editors will select dilemmas for publication based on a variety of factors, including relevance across sectors, focus on practice, and the likelihood that the dilemma will engage readers in novel or nuanced analysis of ombuds practice.

We wanted to update the IOA Community regarding the status of Program Accreditation and its impacts on individual certification.  

As we have previously shared, a Joint Task Force was established in 2022 to explore the development of a program accreditation model.  This was the natural next step based both on IOA’s current Strategic Plan and the Board of Certification’s recommendations.  To support the Task Force’s work, IOA hired a subject matter expert to review and benchmark our certification program against others.  The consultant made a series of recommendations that matched the thinking of the Joint Task Force and also confirmed the direction we needed to go.  

One of the recommendations was to stand up a Program Certification model, not a Program Accreditation model, so the Joint Task Force focused on what a properly structured office would need to look like, and how an office can be structured to allow the ombuds to adhere to the Standards of Practice.  Many offices and organizations have expressed an interest in Program Certification to help demonstrate and highlight the importance of both the ombuds function and a properly structured office.  Certain sectors i.e. higher education, government, healthcare, biomed research, also have a culture that values certification and accreditation, so this additional certification will be especially important for those offices.    

Ombuds Dilemma: When the Visitor is the Problem

Over the past year, several visitors have expressed values or views that are absolutely repugnant to me. These visitors usually come in with a familiar organizational concern and then out comes hateful speech. They have come from across the organizational spectrum and include leaders who have significant power and authority.

Their disrespect towards others is expressed in various ways - crude innuendo about how a female colleague got a promotion; racist nicknames; contempt for the ideas, beliefs, or identities of co-workers; and even cruel remarks about a person’s disability.

IOA's Internationalization Task Force finished its work earlier this year and recommended a series of priorities to guide international activities. This included regional education, greater clarity for the four Regional Advancement Communities (RACs) and exploring how best to advocate and protect the OO model in Europe.

This prioritization identified Canada as the next area of focus internationally. As a result, we have increased our outreach to this important community, developed a Canadian focused Foundations curriculum, and teed up a regional Foundations instructor team going forward. We also participated in a special Ombuds Symposium convened by the University of St. Paul’s Center for Informal Dispute Resolution in May, and held our first Foundations in Ottawa this September.

Did you know that Canada is home to IOA’s second largest group of members? Did you also know that the Canadian Public Sector Ombuds are the largest population of organizational ombuds in Canada with over 120 and counting? There are currently 50 federal government ombuds offices supporting the federal public sector and the community is robust and organized. They have just completed an introductory video building on IOA’s Modern Ombuds video that is available in both English and French for Canadian offices. These videos were shared at the Forum for Canadian Ombudsman (FCO’s) Annual Conference in October:

IOA launched our Organizational Values and Community Norms, and the Concern and Complaint Policy for all IOA participants back in 2023.    

It has been about 18 months since these were approved by the Board of Directors, and we would like to hear your perspectives on their impact via this short survey.   If you prefer, please feel free to reach out to me, or our our Ombuds team. 

Together, we will build and nurture the community we want at IOA.  

By Nick Jacobs, FACHE & Marianne Miele, JD, MBA,

The IOA lists the many benefits of an organizational ombuds. Among them is that an ombuds office is a proven and effective way to build and improve workplace culture, and to uncover and address systemic trends and issues to create healthier organizations. 

Although neither of us are ombuds, our research and experience confirm an ombuds office brings value to strategic planning and culture change efforts. It conveys to employees that their concerns matter. It directly impacts aligning culture with an organization’s mission, values, and corporate social responsibility goals.

Top Ten Findings
2024 IOA Practice Survey

Jennifer Schneider PhD, Timothy Hedeen PhD, Mary Rowe PHD, and Hector Escalante Meza EdD

The International Ombuds Association (IOA) surveyed organizational ombuds around the world regarding various aspects of their practice during the 2023 calendar year. The team responsible for creating the instrument and analyzing results selected a top ten list of interesting findings from survey responses:

Ombuds Dilemma: Do Ombuds Provide “Emergency” Services?

I’m a new ombuds and am surprised by how many visitors call my office in a state of distress, with situations they describe as “an emergency.” I feel an internal pressure in those moments to make space immediately on my calendar – space I really don’t have – and I sometimes find myself working into the evenings and on weekends to accommodate these unexpected demands, in addition to my other responsibilities. I no longer have time for many activities I enjoy and that support my health and well-being (like exercising) and calls outside of business hours are impacting my time with my family. I pursued this role because I find purpose in helping others but I’m starting to wonder where the line is between service and altruistic narcissism – I don’t want to cross it.

Emergency Calls as Opportunities

As an Ombuds, I regularly look for tools to add to my practice that help me engage effectively with those I serve. Recently, I was introduced to behavioral research-based reflective practice tools that I could use in my regular routine of reflection and practice.  The Structured Reflective Instrument (SRI) provided a comprehensive framework for working through those tough cases that linger in my mind as an ombuds. Using this framework and the thoughtful lines of inquiry allows me to constructively work through my individual engagements with visitors in my office. As an ombuds working in an office of one, I believe it is critical to look for various types of frameworks for reflection to help us work through those times when we feel challenged by the cases we are presented with so we can ensure that our approach remains rooted in the proven mental models that we use to engage in our work. Following the training, I reached out to the program facilitators, Michael and Tzofnat, to see if they could share a bit about their reflective work and the SRI with our IOA colleagues. - Bryan Hanson

The Structured Reflective Instrument

By Tzofnat Peleg Baker and Michael Lang,

As third-party interveners, we navigate through complex and strenuous circumstances, where intense tensions and high emotions are the norm. The diverse concerns and goals of the parties and visitors we assist are often implicit, making them challenging to identify and express. To effectively address these invisible undercurrents that drive destructive conflict, we must constantly evolve and learn as professionals.

By Fred Wright, Chair of the International Outreach Committee and Co-Chair of the Asia Pacific Regional Advisory Committee of the IOA,

Over three days in September 2024 the Asia Pacific Regional Advancement Community (AP-RAC) held its 6^th in-person conference in Beijing, China. Seventeen members of the RAC attended in person whilst four members were able to attend some sessions virtually. The conference was generously hosted by the Asia Investment Infrastructure Bank (AIIB), and MARS Incorporated whilst Sophia Qiao, Pfizer Ombuds generously supplied wine for some of the social events.

By Martina Peskoller-Fuchs
Ombudsperson, European Molecular Biology Laboratory (EMBL), 

As ombuds practitioners, we often encounter workplace conflicts that seem intractable. Today, I'd like to explore a powerful approach to conflict resolution rooted in Viktor Frankl's logotherapy and further developed by Elisabeth Lukas. This meaning-centered approach offers valuable tools for helping our visitors break free from cycles of conflict and find paths to personal growth and improved relationships.^[1]

I believe this approach can be understood and applied effectively regardless of whether one fully subscribes to logotherapy or has an in-depth understanding of Viktor Frankl's teachings. The core principles of personal growth, freedom, values, and meaning that underpin this approach are universal concepts found in many philosophical and psychological traditions. As such, this approach can be valuable for practitioners from diverse backgrounds and theoretical orientations.