Email: [email protected] Tel: 08000 489235 Twitter LinkedIn
Many mediation cases involve allegations of bullying, harassment or discrimination. Mediation allows these issues to be aired in a safe environment, enabling individuals to “deal with the elephant in the room”.
This case involved two employees whose relationship had completely broken down. One of the employees concerned was gay. Another employee had subjected him to homophobic abuse. He had raised a formal grievance following which the perpetrator was dismissed. The mediation was with another colleague who it was alleged had been a bystander and who was now ostracising the gay employee.
The mediation session allowed both employees to air their concerns. The “bystander” felt aggrieved that the grievance had lead to the dismissal of a close friend with considerable impact on his family. The other employee was able to express clearly the impact that the abuse had had on him personally and in a way that lead to real learning and a better understanding between them.
Our newsletter provides details of latest news, upcoming events and links to interesting articles around the topic of conflict resolution, mediation and training.
From my perspective the whole process has gone very smoothly, from my initial call with Alison through to Sarah your office manager completing our new supplier paperwork and of course John for being proactive in contacting me. Both [redacted] and [redacted] have also asked me to pass on their thanks to you, [redacted] also mentioned he was very impressed with the service that has been provided.
HR Manager |
I have recently become an accredited [email protected] coach and so have added this tool and skill set to the accredited conflict coaching models that I have… Read more »
As an active member of the CMC Workplace and Employment workgroup, I was delighted to be asked to be involved in a series of events that… Read more »
It is not uncommon for conflict to arise between different teams. This can have considerable impact on both individuals and performance. A number of approaches can be used in this sort of scenario, including neutral assessment, team facilitation and group mediation.
Agreement could not be reached to enter into mediation in this situation and therefore coaching was an alternative support provided to one of the parties. The relationship between a majority shareholder and a shareholder/director was causing conflict. The relationship would be ok at times but disagreements would flare up from time to time and this was beginning to impact on the business.