Accredited Mediation & Conflict Resolution Services
For The Workplace & The Community
Introduction
About Karen
Karen is a trained and accredited mediator that has genuine interests in helping to resolve disputes in the workplace or the community through mediation. She is not a management representative, and does not take sides or judges who is ‘right or wrong’ and will never impose a solution.
Karen brings a wealth of workplace and community experiences hailing from the public/private sectors including the Criminal Justice System, Commercial Services as well and working with the Local Authorities.
Why Choose Karen’s Mediation Services
She has developed an in-depth knowledge of the challenges faced in the workplace and the community today. As an independent third party, Karen implements mediation impartially and can provide complete confidentiality in all work with yourselves.
Being a member of the International Mediation Institute means that Karen’s accreditation is recognised globally and not just in the UK.
She also works efficiently to a ‘Code of Practice’ which includes
· Qualifications & Competence
· Methods of Practice
· Confidentiality
· Impartiality
· Ethical Practice for Mediators
· Conflicts of Interest
· Discrimination
· Advertising
· Fees
· Indemnity Insurance
The areas in mediation Karen can assist in is within:
· The Workplace
· Neighbourhood
· Family Relationships
· Tenancy
· Medical Complaints
Mediation
What is Mediation?
· Mediation is a voluntary, confidential and informal process that helps you talk through issues with your colleague{s} with an impartial mediator to find a way forward.
· Its is a voluntary process where both participants agree to use mediation.
· Mediation is a well-established process for resolving disagreements or disputes between two or more staff, quickly and effectively, without the need to resort to the lengthy formal complaint process.
· Mediation is a safe environment where participants in dispute, rather than the mediators, decide on what the terms of any agreements are. As such, it is essential that participants have a genuine desire to resolve the dispute.
· It is confidential and the information discussed will not be disclosed to anyone outside the mediation process, including management, without the permission of all the participants. However, mediators have a legal duty to pass on to the appropriate authorities any information disclosed regarding criminal offences or harm to the participants in question or someone else.
Where can mediation be used?
Mediation is most effective in the early stages of a dispute and can be used in almost any situation where issues with working relationships are causing problems. For example:
· Disputes arising from poor communications/misunderstandings.
· Differences in values or personal standards.
· Differences in working/management styles.
· Perceived unfair treatment.
· Disagreement over working conditions or working practices.
· Where both sides need an opportunity to express their thoughts or feelings.
· Where local resolution has been tried but was unsuccessful.
When might mediation not work?
Mediation is not a magic solution – It is not appropriate if:
· There is an extreme power imbalance between the parties, which cannot be bridged.
· When one or more parties are unwilling or unable to participate in the mediation process.
· External rules need to be applied, for example if criminal activity or safeguarding concerns is involved.
What are the benefits of mediation?
The benefits include:
· Mediation is less formal than the grievance and investigation process.
· Mediation considers the past and focuses on the future. Unlike grievances that consider events in the past.
· Mediation encourages open and honest discussion in a safe, confidential environment.
· Mediation creates the foundation for an improved and lasting working relationship.
· Participants keep control of the process they are involved in.
· Participants are able to put across their perceptions of what’s been happening, leading to better understanding of each other’s feelings and motivations and a greater chance of learning and change.
· A complaint does not have to be in writing and mediation can be very effective when used to ‘nip issues in the bud’ before they escalate into a formal complaint.
· Unlike a formal process, mediation does not look to find out who is right and who is wrong; it’s about people finding a way of working well together when the relationship isn’t currently working.
The Mediation Structure
What Happens On The Day Of The Mediation?
· The participants will be informed of the schedule of the day.
· On the day, participants will each have at least one private meeting with the Mediator so as to have to their side put across.
· At the conclusion of the individual sessions, participants will be asked if they are willing to continue to the joint meeting. Participants will not be forced to continue, it will be their decision.
· Once all have been met with individual participants in dispute, both will be brought together, in order to discuss the situation.
What will the joint mediation session involve?
· Participants will be invited to attend a joint session, usually in the afternoon after the individual morning sessions.
· It will be encouraged so as to have an open honest discussion prompting participants to explore the issues presented. It will be also ensured that everyone has an equal opportunity to present their views.
· Participants will be encouraged to reach an agreement.
· Once all participants have had their interrupted time, a dialogue will be facilitated between participants.
· The aim of this session is to get participants to identify for themselves how working relationships can be improved and how the issues can be resolved to the satisfaction of all involved.
· It will be ensured that the conversations are open, respectful and balanced.
· When agreements are reached, it will be noted and then the conversation will be moved on to discuss any further matters that may be in dispute. This will continue for as long as it takes, until all issues have been addressed by the participants.
· At the end of the joint session, everything will be collated what has been agreed (and what has not), a written agreement will be drawn up signed by participants and witnessed by the Mediator, which if permitted by the participants can be shared with the Referrer.
Is there an opportunity for Virtual Mediation?
· Yes. It is possible to offer virtual mediation, however this will depend on the technology that the participants and the mediator have access.
The Referral Process
How to Make your Referral
Before a case is referred you will need to:
· Explain to everyone involved that they are being referred for mediation and expect either an email or a telephone contact from the Mediator.
· Arrange for an interpreter if required by anyone involved.
· Provide a purchase order number or name of person who has authorised your Referral.
· Complete a Referral Form – if you don’t have one please contact for a copy.
After the Referral Form is received:
· Within 48 hours of you sending in your referral initial contact with everyone involved will be made by the Mediator so as to have set up individual private sessions / visits. The Referrer will be updated with the details.
· Further visits / joint meetings / shuttle meetings will be made as appropriate.
· The Referrer and the Parties involved will be updated regarding progress.
* A Follow Up Contact will be made with all closed cases with those involved after approximately 6 weeks.