Workplace Mediation

Mediation is a structured, interactive process where an impartial third party, known as a mediator, helps disputing parties resolve conflict through communication and negotiation techniques. This process is voluntary, confidential, and focuses on reaching a mutually acceptable agreement. 

Mediation can be helpful in a wide range of situations, especially where parties are open to negotiation and looking for a less adversarial resolution process. Examples of situations where mediation may help: 

Employee Disputes: When employees have personal disagreements or conflicts, mediation can help them understand each other’s perspectives and find common ground.

Team Conflicts: Conflicts within teams can disrupt productivity and morale. Mediation can facilitate better communication and cooperation among team members.

 Harassment and Discrimination

Bullying and Harassment Claims: Mediation can provide a safe space for discussing and resolving issues related to bullying or harassment, helping to restore a respectful work environment.

Discrimination Complaints: Mediation can address complaints of discrimination based on race, gender, age, or other protected characteristics, aiming for a resolution that promotes inclusivity and fairness.

Cost-Effective: Generally less expensive than litigation.

Time-Saving: Can be scheduled quickly and resolved faster than court cases.

Preserves Relationships: Promotes cooperative problem-solving, which is beneficial in disputes where parties have ongoing relationships, such as in business or family conflicts.

Flexible Solutions: Allows creative and tailored solutions that a court might not provide.

Voluntary Participation: All parties must agree to participate in mediation, ensuring that they are committed to finding a resolution.

Neutrality: The mediator remains impartial, guiding the process without favouring any side.

Confidentiality: Discussions during mediation are private, encouraging open and honest communication.

Control and Empowerment: Parties retain control over the outcome, as opposed to a judge or arbitrator making the decision.

Starting mediation at the right time can significantly enhance its effectiveness and lead to a more satisfactory resolution for all parties involved. 

Ideal Moments to Start Mediation

After Initial Discussions: Once parties have attempted to discuss the issue on their own and realize they need help to move forward.

Upon Legal Advice: When advised by legal counsel that mediation could be a beneficial first step before pursuing litigation.

When Formal Processes Stall: If arbitration or other formal dispute resolution processes are not yielding results, mediation can offer a different approach.

At CMBS we have wide ranging experience in supporting organisations with all types of mediation services

At CMBS we offer clear, ethical and  expeditious mediation services, conducted with the utmost care and confidentiality.

This process is voluntary and confidential, and at the conclusion of which parties involved can move forward.

Mediation outcomes are decided by everyone involved and can be flexible. Outcomes might include:

an acknowledgement of each party's views

a commitment to change behaviour

a commitment to regularly review the agreement reached