Workplace Mediation

What is Workplace Mediation?

Mediation is a form of conflict resolution that is successful in resolving a wide variety of disputes in the workplace. It is:

  • Voluntary
  • Confidential
  • Quick
  • Low cost

Mediators act as a neutral third party. They do not take sides and do not impose solutions the way that a judge or arbitrator would do. Our mediators use a facilitative approach, modeling effective communication skills to empower all parties, and assist them with recognizing their roles and responsibilities in the origin of the conflict and in working together towards resolution.

A mediation session begins with the mediator explaining the process to you. Each participant is then invited to make a brief statement summarizing the way they see things. Where things go from there depends on the parties, the mediator and the issues to be resolved. In complex disputes material may be provided in advance of the session and/or pre-mediation meetings held with individual parties.

Why Use Mediation for Workplace Conflicts?

Mediation can resolve most workplace disputes quickly and efficiently. It will also:

  • Improve productivity and effectiveness
  • Increase workplace wellness and satisfaction
  • Build internal capacity to prevent and resolve future conflicts
  • Save money

Agreements are generally reached after a single session. It is an especially attractive way to resolve disputes between people in an organization who will have an ongoing relationship, as is usually the case with conflict in the workplace. Workplace mediation not only helps the parties reach a solution to their current dispute, but it helps them develop the skills to better communicate and resolve issues in the future before they become disruptive.

To learn more about the mediation process in general click here

Who Uses Mediation?

 Anyone with a conflict in the workplace which they are uncomfortable resolving themselves. Mediation is used by Human Resources professionals, managers and business owners when they are managing workplace conflicts and can no longer be perceived as neutral and objective, or in situations in which relationships are strained and difficult.

Mediation is often set out in workplace policy as an alternative to investigating a harassment complaint. Sometimes it is recommended as a follow-up to a workplace investigation.

Mediation in a Unionized Setting

Mediation is especially attractive in a unionized setting in which two union members have a conflict and the union feels it is unable to influence the situation. Resolving a dispute between management staff and a union member can be fraught with wider implications and mediation offers a middle road. In our experience, Unions and Management are both very supportive of mediation as a conflict resolution method.

Who are Our Mediators?

John S. Curtis LLB

Judy Tetlow

Kimberly Bain CPF

Ingrid Bron M. PI.

Sandra Howgate

Neil Donnelly Q. Med.

Barbara Castel

Meaghan Welfare

Denise O’Brien Ph.D.