Sometimes in conflict situations, those involved are not concerned about confidentiality. In many conflicts, however, confidentiality is crucial. Information released about a situation could result in serious consequences including worsened work relationships, damage to professional reputations, loss of career opportunities, concerns about violence, and more. Because of the possible risks, when a conflict situation is discussed with others, it is important to have an open dialogue about expectations of confidentiality. The following questions may be useful in thinking through the confidentiality of a situation:

• Is this a sensitive issue?

• Are others already aware of this situation?

• Could talking openly about the conflict make matters worse? If so, in what ways?

• If this situation is discussed with a manager or other university official, might they have to report it?

Issues that supervisors, administrators, HR reps and others cannot keep confidential may include the following: violence, safety concerns, sexual harassment, drug or alcohol use in the workplace, illegal behavior, unethical behavior, and fiscal mismanagement. In addition, issues involving personnel actions, student information under FERPA, and patient information under HIPAA must be kept confidential. It is very important that managers, HR reps and others be clear about the limits of confidentiality and make every effort to keep any promises made about confidentiality. 

A number of confidential resources exist on campus, including:

• Office of the Ombudsperson
• Faculty and Staff Services/Employee Assistance Program
• University Counseling Service
• Women's Resource and Action Center (WRAC)
• Rape Victim Advocacy Program (RVAP)

These offices provide opportunities to discuss sensitive issues without the risk that additional steps may be taken without the individual’s permission.

In addition, several UI policies include clauses on confidentiality; see Confidentiality in University Policies.