Riots: The need for a voice and rehabilitation for the repeat offender

Last night's amazing London Evening Standard piece on a sea-change being needed in Criminal Justice:
http://www.thisislondon.co.uk/standard/article-23984312-met-london-riots-were-a-wake-up-call-for-criminal-justice-system.do

My briefest analysis of the two  causes of the riots that provide a clear set of necessary remedial actions is as follows:
1) A break down of shared values such as openness and accountability 
(reference here not only to the readiness to break the law but to the absence of a police statement to the demonstration outside Tottenham Police Station)
2) The active marginalisation of many young people & the perception of those people as being  marginalised in status/wellbeing & justice in a consumer society with all it's trappings.

My corresponding questions are whether you and I are aware of the times we contribute to:
1) the breakdown of values such as openness & accountability?
2) marginalization of others?

The more we become aware of these two things, the less surprised we will be when those others choose to move down the line of protest or taking what they want, wrecking havoc etc - "the rioter line" as I would call it in homage to Myrna Lewis's work on "the terrorist line" in her seminal book, "Inside the No".

I STRONGLY RECOMMEND that you walk inside the no, and see what the world looks like with your (would-be & ameliorable) adversary's shoes on.

Process oriented psychology and the analysis of a meeting

"Very real mental and emotional events are sparked whenever we interact with each other -and most of these dynamics lie below the radar of consciousness."(Lewis)

Benefits of deep democracy work:

"People used new tools to establish safe spaces, where they began to address the hurt, rage, guilt, and shame impacting on their everyday working lives.

To their own amazement (and our delight), laypeople with no background in psychology became adept at using diagnostic tools to determine when unexpressed emotional issues were disrupting decision making. And they learned how to resolve those issues themselves, without having to call on outside help.

As Deep Democracy became gradually more intrinsic to the workplace culture, the director's multiracial teams began to function better. But remarkable as that was in itself, most participants reported that a major benefit of their five-day training was self awareness. For Greg and me It was tremendously satisfying to see people owning their power and realising their inherent potential." (Lewis,M, p15)
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Questions for those who were at the EGM:

1) How satisfied were you with the outcome?

2) What was the outcome, as you see it?

3) What role did you play in the meeting?

4) What skills did you use and frameworks for conflict work did you have in mind during the meeting?

5) What would you like to have happened differently (e.g. support needs)?

6) If there was to be another EGM what would you like to happen?

7)a)How would you be with a structure involving three circles:
i) The main proposer of the motion sitting facing the main opposer of the motion
ii) A circle of Trustees
iii) An outer circle from the membership?

7b) with this structure how would you like these circles to interact?

8) What views do you have on what happens to conflict when a motion is lost by a proposer?
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Back cover of the key 'Deep Democracy' book