ACME Ombuds Resource

Confidential support for workplace concerns.
Something not sitting right at work? Whether you’re dealing with a difficult situation, unsure how to raise a concern, or just need to talk something through, you don’t have to figure it out alone. The ombuds offers a confidential space to explore your options and decide what to do next.

Contact an Ombuds How It Works

Meet Your Ombuds

Nnena Odim

ACME Ombuds Team Member

Nnena Odim is an ombuds, mediator, and attorney. Her ombuds experience includes providing services to higher education institutions, professional associations, and commercial construction management firms. Nnena also serves as a conference ombuds for large national and international professional associations and academic organizations.

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Josh Hoch

ACME Ombuds Team Member

Josh Hoch is Director of Ombuds & Mediation Services at MWI and has supported organizations in conflict resolution since 2001. He serves as an organizational ombuds, mediator, and instructor and works with organizations to build healthier workplaces.

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About the Ombuds Resource

If you’d like support with any work related issue, the ombuds team is here for you.

How we can help

Listen to concerns in a confidential setting
Help you think through options
Help you prepare for a difficult conversation
Help you connect with the right resources
Raise anonymized issues to leadership
Talk things through as you figure out next steps

What we do not do

Conduct formal investigations
Make decisions for the organization
Take sides or advocate for any one person or the organization
Replace Human Resources or legal processes
Receive official notice for the organization
Keep records that identify you

Services We Provide

We offer different ways to support you, based on what would be most helpful.

One-on-One Conversations

A safe space to talk things through.

Facilitated Conversations

Help you have productive conversations with others.

Group Facilitation and Team Support

Help working through team challenges or conflict.

Workshops

Sessions on communication, conflict management, and related workplace topics.

What Makes Us Different

The ombuds follows four principles to create a safe and trusted space.

Confidential

The ombuds will not share what you discuss, or even that you met with them, without your permission, except in rare situations involving an imminent risk of serious physical harm.

Impartial

The ombuds does not take sides and works to support fair processes.

Informal

The ombuds provides an off-the-record space to explore concerns without triggering formal processes.

Independent

The ombuds operates outside of management structures and is not part of formal reporting channels.

What is an ombuds?

Who can use the ombuds resource?

This resource is available to ACME employees who would like confidential, informal support with a workplace concern or question.

Can I choose my ombuds?

Yes. You may select the team member you prefer.

Does contacting the ombuds give formal notice to ACME?

No. Because the ombuds is an informal and confidential resource, speaking with the ombuds does not put the organization on formal notice.

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About the Ombuds Resource

Independent. The ombuds team is a separate entity staffed by a team based outside of ACME.
Confidential. The ombuds team will keep those who use the service's identities private unless given permission or if there is an imminent risk of serious harm.
Impartial. The ombuds team does not advocate for any individual or group but rather for a fair process.
Informal. No preconditions are required; the ombuds does not participate in formal processes.

Still have a question? Please contact any member of the ombuds team to get your questions answered.

Ready to talk things through?

Whether you have a question, want to think through a situation, or need help preparing for a conversation, the ombuds team is here to help.

Contact the Ombuds Team Explore Services

Conflict Management Tips

Quick tips for handling common workplace challenges.

Featured tip

Why We Jump to Conclusions

Many workplace misunderstandings begin when we fill in missing information too quickly. Before reacting, pause and ask yourself: What facts do I know? What assumptions might I be making? What question could help clarify the situation?

Working with Us: What Others are Saying

“Most valuable part is being able to share freely without fear of retaliation, reprisal, or fracturing working relationships with people involved, all this with the guarantee of confidentiality.”

“Having a neutral party facilitate a conversation with me and my supervisor. It helped each of us to understand the other and slow the process down so we didn’t make assumptions about the experience or intent of the other.”

“Having a sounding board to discuss things freely. As a manager and in a position where I don’t have a direct peer, I don’t always have a place to vent, process that isn’t direct escalation to my manager.”

Confidential Web Form

An ombuds team member will get back to you within one business day.

Open confidential form

Name (Optional)
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What would you like to tell a member of the ombuds team? Your identity will be held in confidence.
If you would like a member of the ombuds team to contact you, please indicate which ombuds and the best way to reach you (email or phone) and fill out the appropriate contact information above.
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The ombuds resource was established under a charter approved by ACME leadership and follows the International Ombuds Association Code of Ethics and Standards of Practice. Read the charter .