IFES Practitioner Brief on Alternative Dispute Resolution in Elections 18. Consider gender and ethnicity for inclusive and equitable representation. If working with traditional structures and practices, such as with elders and community leaders, ensure that space is increased to include voices of youth, women, minority ethnic groups, and others. 19. Whether membership consists of one mediator/arbiter or a panel, ensure that the number of members is sufficient to be effective in carrying out its mandate, but not so high that it is difficult to manage or resource. 20. Define the role of the parties to the dispute in the mediation. 21. Limit the influence of the ruling political party (members from local or national government structures), as otherwise impartiality and neutrality may be put at risk. While party or candidate representatives may be included as members, there should be a balance with other members from civil society, traditional or religious leadership, or civil service. Training should also emphasize the core quality of neutrality for the chairperson of these committees. 22. Decentralize the ADR process, taking into consideration population density, geography, structure of the local government and resources available. If decentralized, set up an efficient reporting mechanism to allow for oversight and accountability. 23. Define remuneration in the rules. Some members may already receive a salary from the government if they are active members of the civil service or election officials. In this case, there should not be additional remuneration aside from cost reimbursement (in case of travel). Remuneration may contribute to the commitment or seriousness of the members acting as mediators. In Ethiopia, the absence of remuneration for Grievance Hearing Committee members created an obstacle for recruitment of its members. In Zambia, the stipend paid to members of the Conflict Management Committee encouraged quality contributions and hard work, according to those interviewed. Training and outreach 24. Train arbiters and mediators to ensure that they can cultivate trustworthiness and resolve disputes professionally and quickly. The ADR body needs to be trained on how the election process and the EDR mechanisms work, including sessions on neutrality, impartiality, and how to resist political influence. 25. Train EDR bodies and election officials on the newly established ADR mechanism. 26. Ensure inter-institutional cooperation between the judiciary and the EMB to share information on the procedural aspects of their respective use of ADR in elections (if relevant). 27. Provide gender equality and gender sensitization training for the ADR body, the EMB, and the courts. This training should include issues that may have a particular gender dimension, like hate speech and online abuse, harassment, and threats, as well as information on how to work safely with survivors of violence and prevent re-traumatization. 28. Draft a manual or guidelines setting out the detailed process for informing election officials and stakeholders. Guidelines and training materials should be available in minority languages, as ADR is often conducted at the local level. 29. Ensure promotion of ADR/mediation techniques, not only to parties, candidates, voters, and CSOs but also to legal professionals and professional groups (judges, lawyers, law enforcement, and prosecutors, 44