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Research tells us that mediation can help resolve cases of conflict or harassment in the workplace. Conflicts in the workplace are a fact of life. Conflict is a natural part of humane interaction. The closer that people work together, both in terms of time and intensity, the more likely they are to experience conflict. When conflict is brought into awareness, identified openly and resolved, working relationships are strengthened and effectiveness is enhanced. When conflict is unresolved or attempts to resolve it only contribute to the problem, individuals suffer increased stress and reduced self-esteem, lowered morale and reduced effectiveness.Unresolved conflict can also lead to harassment (as defined by the Public Service Secretariat policy) when frustration increases and individuals feel helpless to deal with it. The cost of unresolved conflict ranges from health problems for the individual, which affect personal lives and family relationships to reduced workplace productivity and wellness. These problems can also foster a tense workplace and make it hard for everyone to do their work. For example, you might find yourself harassed by your boss or a colleague. Or, without choosing it, you might find yourself in the middle of a workplace conflict. There are formal complaint processes, but people are often reluctant to take such a step. If your goal is to solve the problem and to restore the calm atmosphere and professionalism of your workplace, you may want to explore the valuable option of mediation. Mediation is a way of resolving a conflict by having a neutral person helping the disputing parties to arrive at a mutually acceptable solution. It is an effective method of resolving disputes that is being used more and more, for instance, by courts, in labour negotiations, and in cases of family conflict.
What a
mediator can do
On the other hand, a mediator is neither a judge nor an advocate. While the mediator can be of assistance, he or she cannot make decisions and does not represent any party to the dispute. Each party can, however, be assisted by another person during the mediation process. To ensure that the mediator can fulfill these duties without having to worry about a possible impact on any further actions, confidentiality is crucial. The parties and the mediator must agree that the mediator’s notes, along with other information exchanged in the process, will not be used in any subsequent proceedings if the mediation does not resolve the matter. Individuals who have mediation experience, who are assisted by co-mediators who have also undergone the requisite training, conduct mediations. Depending on the circumstances of the case, it is possible for a sole mediator to act. Mediators must have received a minimum of two weeks of training in mediation techniques and strategies, including role playing and focusing especially on cases of harassment. The process begins when you approach your department or agency’s contact person, who will explore with the other party the option of mediation. If the other party agrees to proceed with the mediation, the contact person will request the names of mediators from the Program Coordinator for consideration by you and the other party. Your department or agency is then responsible for setting up the mediation session. |
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