Workplace Mediation Project

What EMS can offer

The law has changed from April 2009 and ACAS guidelines introduced place a greater emphasis on offering mediation in resolving workplace disputes.
Based on feedback from mediators and referers we identifed a gap in the market for cost effective workplace mediation and related awareness training.

We have trained some community mediators in workplace mediation skills, using Conflict Management Plus accredited training and conversion training.These mediators have formed a sub-group which is determining future EMS strategy and products in this area of mediation.

We have reached out to partners and the local business community to offer mediation to assist to resolve conflicts and disputes between in the workplace.

The Ealing Gazette featured our project at Easter 2007.

We can provide cost effective workplace mediation awareness workshops for HR staff and managers.

A new white paper on workplace mediation is in progress.

Why use mediation in the workplace?

All employers experience workplace conflicts from time to time.
Workplace conflicts can disrupt the way an organisation performs and can lead to poor morale, high turn over of staff and costly grievance and disciplinary procedures.

New legislation and ACAS guidelines introduced in April 2009 place greater emphasis on employers developing a toolkit of preventative measurers, which can be developed alongside existing procedures, including the use of mediation.

Mediation should form part of that toolkit in order to prevent unnecessary escalation and long-winded high cost processes which can be detrimental to the running of an organisation.

How does it work?

If there is a workplace dispute in progress then local personnel procedures will come into play.
Those procedures can include the use of mediation and the employer (usually represented by Human Resources staff ) can discuss the option of mediation with the disputants involved.

If the disputants are willing to try mediation and the employer is wiling to pay for this service then the case can be referred to mediation by making a simple ‘phone call and completing simple agreement and commissioning forms.

The mediation service will liaise with the employer to determine the status of the dispute and to ensure that any procedures already undertaken will not undermine the mediation process.

The mediation service will then contact the disputants separately with relevant information about the process and get them to confirm that they are willing to proceed and complete an agreement and questionnaire.

Disputants will then be interviewed separately by the mediators to determine their view of the dispute and what they would like to see change.
If the disputants are then agreeable a joint meeting will be arranged involving the disputants and the mediators.
How long the session takes depends on how much there is to speak about and how willing the disputants are to look to the future and reach agreements.
By the end of the session it is envisaged that the disputants will reach agreement. Further sessions can be arranged if necessary.

What is in it for the employer?

Mediation has been shown to be cost effective. It is a quick process and it can nip problems in the bud before they start to affect other staff and performance.
It is a more positive step compared to other, more formal, procedures.By having mediation available an employer is demonstrating that they have the welfare and interests of their staff at heart and wish to maintain a peaceful working environment.