Mediation

The addition of a workplace mediation scheme to the our procedures increases the choices available to individuals in dispute. It offers a more creative way for participants to resolve their concerns through collaborative problem solving. Workplace mediation is a versatile process which can be used not only as an alternative to formal grievance procedures but also as a rapid first intervention to prevent escalation of the dispute or even to repair the working relationship after formal procedures have been concluded.

Your responsibilities as a line manager within the mediation process is to:

• Undertake workplace mediation awareness training for managers.
• Understand the benefits of mediation and promote this as a method of conflict resolution where appropriate.
• Take responsibility for people management issues, not referring inappropriate cases to mediation (which would be more appropriately handled by the line manager).
• Recognise the link between the mediation process and other processes, both formal and informal.
• If appropriate, commit sufficient time to talk to the mediator about how the disagreement is affecting the team.
• Ensure sufficient time is provided for the participants to undertake all appropriate steps in the mediation process.
• Support (within constraints of budget) any training/follow up action agreed during mediation, e.g. training/mentoring.
• Respect the confidential nature of mediation. Never seek information from the mediator or press participants to reveal details of a mediation agreement.
• Encourage but never coerce parties into mediation.
• Participate in the mediation evaluation process if required.
• Re-initiate mediation or undertake appropriate action if the conflict deteriorates.