Mediation can be a powerful tool for resolving disputes.

However, several key factors must be considered when deciding whether it is the right approach for a particular workplace conflict.

Willing participation is essential

Mediation is a voluntary process that relies on everyone entering into it with a genuine desire to find a solution.

If one person feels pressured or coerced – for example if an employee is threatened with termination if they don’t take part – then mediation is unlikely to lead to a productive outcome.

Power imbalances can be problematic

Significant power imbalances can make mediation unsuitable.

For example, if an employee files a grievance against a manager because they feel they have been treated unfairly or disadvantaged, they may feel uncomfortable discussing the conflict at mediation.

If someone does not feel confident about advocating for themselves during the dispute resolution process, mediation may not be the best option for them. 

Confidentiality is essential

Mediation is confidential, meaning both parties are expected to sign an agreement prohibiting them from disclosing the details of the discussions to anyone outside the mediation.

If one party is hesitant to abide by confidentiality, it might be best to explore alternative dispute resolution methods.

Mediation is not suitable for situations with threats or intimidation

Mediation is not recommended if there is a history of physical threats or intimidation between the parties.

Such behaviour can create an environment where one party feels pressured to cave in to the other’s demands.