Your Mediation Procedure – and what do you mean, you don’t have one?! Contact us – we have one you can use – is the skeleton to your mediation service. It should:
- describe mediation clearly to all staff in simple, jargon-free language. Please don’t refer to ‘facilitated dialogue’ when you mean ‘supported conversation’, or ‘win-win outcomes’ when what the party wants is ‘something everyone can agree to’!
- be crystal clear about confidentiality, and people’s rights and responsibilities – including those of the mediator/s
- be monitored and evaluated and open to continuous improvement
- support your other policies that apply whereever a dispute can emerge, eg dignity at work, fairness, performance management, grievance.
Reference the dispute resolution procedure in each of these procedures. You don’t need to specify what it is or how it works, just reference the option for mediation.
Your mediation procedure should cover 10 areas of best practice
- Education, marketing and access to the service
- Referral, intake and management of cases
- Equality and diversity practice
- Independence and impartiality
- Practice standards
- Training, recruitment, support and development of staff
- Health and safety
- Monitoring and evaluation
If you’d like to review yours against our best practice, or get hold of our Policy and Procedure, just get in touch. And if you have other things that you consider essential for including, let us know. We welcome your comments!