Resources specifically designed for UW students
Resources specifically designed for UW staff
Nellie Haddad attended the University of California-Berkeley, where she earned a bachelor’s
degree and a Ph.D. in English literature. She was a visiting assistant professor of
Shakespeare at the University of Montana, where she taught for four years. She later
returned to UC-Berkeley, where she accepted the first of several administrative positions
before pursuing a master’s degree in international relations from the University of
South Carolina and another master’s degree in conflict resolution and mediation from
Champlain College in Vermont.
Her interests included democracy, human rights and international conflict. During
her studies, she interned for the U.S. Department of State at the Bureau of Democracy,
Human Rights and Labor, and the Middle East Human Rights Desk. Her broad mediation
and conflict resolution experience includes real estate and probate disputes, roommate
and neighbor disputes, and staff and faculty conflicts. She is a member of the International
Ombuds Association and continues to play an active part in that organization, seeking
training and community-building opportunities.
Graduate Administrative Assistant
Patricia Bradford is a Licensed Professional Counselor (LPC) and a doctoral candidate
in the Counselor Education & Supervision program here at UW. Originally from Baton
Rouge, LA, she received both her bachelor's degree in psychology (2014) and her master's degree in Clinical Mental Health Counseling (2018) from the University of New Orleans. Patricia spent her time working as a mental health counselor primarily in the field
of substance abuse treatment for several years before moving from New Orleans to Laramie
in the fall of 2021 to pursue her PhD.
In addition to being the Graduate Administrative Assistant for the UW Office of the
Ombudsperson, Patricia does private practice work counseling individuals, couples,
and families. While Patricia's training and experience as a mental health counselor
inform her interpersonal skills and understanding of how to navigate conflict, her
role with the Ombuds Office is to assist the Ombudsperson in fostering resolution-finding for those seeking assistance in navigating conflict.
It is the goal of the Ombuds Office at the University of Wyoming to provide the university
community an informal setting in which to share dilemmas, ideas, questions, without
fear of exposure, retaliation, or recrimination. The office is committed to serving
with the International Ombuds Association best practice principles: informal, confidential,
impartial, independent. It is our mandate to give voice to the university community,
and to protect those voices. We will engage and support people and divisions to improve
communications and policies. Our mandate includes resolving conflict, shedding light
on serious concerns, mediating, facilitating difficult conversations, giving the community
tools to disagree productively, educating, and coaching. The Ombuds Office, in every
instance, will advocate for fairness and equity.
An organizational ombuds is an individual who serves as a designated neutral within
a specific organization and provides conflict resolution and problem-solving services
to members of the organization (internal ombuds) and/or for clients or customers of
the organization (external ombuds). There are organizational ombuds in all sectors
(corporate, academic, governmental, non-governmental, non-profit, etc.). Some may
serve both internal and external constituencies.
An organizational ombuds provides confidential, informal, independent and impartial
assistance to individuals through dispute resolution and problem-solving methods such
as conflict coaching, mediation, facilitation, and shuttle diplomacy. The organizational
ombuds responds to concerns and disputes brought forward by visitors to the office
and may convey trends, systemic problems, and organizational issues to high-level
leaders and executives in a confidential manner. Ombuds do not advocate for individuals,
groups or entities, but rather for the principles of fairness and equity. The organizational
ombuds does not play a role in formal processes, investigate problems brought to the
office’s attention, or represent any side in a dispute. Learn More>
An ombuds' function is to provide informal assistance in surfacing and resolving issues.
While they can recommend that an organization consider establishing or revising policy,
the ombuds plays no formal role in enforcing or deciding to implement policy. The
ombuds does not conduct formal investigations. However, they do assist in identifying
or creating options for resolution, including referrals to formal channels with investigatory
powers. Because they are not part of the management structure of the organization,
an ombuds does not accept notice for the organization and can extend near absolute
confidentiality (except in the instance of imminent threat of serious harm, as jointly
defined by the organization and the ombuds, at the discretion of the ombuds). The
ombuds acts as a neutral party and does not advocate for the individual, groups or
the organization. The only advocacy role is for fairness and equity.
An organizational ombuds can: