Restorative Workplace Culture helps organizations build environments where accountability, wellbeing, respect, and safety reinforce one another.
Our purpose
Workplaces face difficult questions: How do we respond when someone causes harm? How can leaders take concerns seriously without creating cultures of fear? What systems help prevent conflict from escalating? RWC combines psychologically informed practice with restorative principles to help organizations address these questions with clarity and care.
Our approach
We believe that healthy workplaces require strong relationships, transparent expectations, meaningful accountability, and credible safety processes. Our signature RUAGR Restorative Framework—Relationship, Understanding, Accountability, Repair, and Growth—offers a shared language for prevention, constructive responses to harm, and organizational learning.
RUAGR is a practice framework, not a validated violence-risk instrument. It complements, rather than replaces, investigations, safety interventions, or formal decision-making.
Dr. Ida Dickie, PhD
Founder & Principal Consultant
Dr. Ida Dickie brings more than 25 years of professional experience working at the intersection of forensic psychology, legal systems, correctional practice, and human behavior in the United States and Canada. Her work has focused on understanding harmful behavior, assessing risk, supporting accountability, and advancing meaningful behavioral change in complex institutional settings.
Her experience includes sexual violence assessment and treatment, forensic risk assessment, cultural responsivity, restorative justice, and professional education. These areas require balancing individual circumstances with institutional responsibilities, public safety, procedural fairness, and human dignity.
Through Restorative Workplace Culture, Dr. Dickie applies this experience to the challenges facing employers and organizational leaders. She helps organizations examine how conflict is handled, how leaders respond to misconduct, how policies shape behavior, and how restorative practices can strengthen workplace relationships without compromising safety or accountability.
Her approach brings together the rigor of forensic assessment, the practical demands of legal and correctional settings, and the restorative belief that responsible responses to harm can also create opportunities for learning and change.
Who we partner with
RWC works with organizational executives, HR professionals, healthcare systems, correctional and public agencies, legal and risk-management teams, and other employers seeking thoughtful, evidence-informed approaches to workplace culture.