Mediation promotes communication, connection, and healing. It can be used to suppress concerns, compel compromise, quiet voices, and obstruct justice.
Many 5 day or shorter mediation trainings don’t have enough time to address how to resolve differences, bias, and discrimination.
Most UK mediators are critically incompetent in this area. Thankfully, there are devoted individuals and organisations who embrace equality, diversity, and inclusion.
Mediation has always been a larger, deeper alternative to law. A legal judgement on right and wrong limits problem-solving, learning, and justice. Mediation’s ability to handle a wider variety of concerns and emotions leads to more satisfying solutions. Grievance/disciplinary processes can confine and polarise issues, whereas mediation reframes them at a more relevant and compelling interpersonal level.
Mediation is threatened by its legalisation. Civil & commercial mediation and family mediation (divorce & separation) mediators have taken their models into informal contexts, such as the workplace and community. Commercial/family mediation occurs when a relationship ends. This strategy leads to exits and cost-based negotiations, according to feedback. This misrepresents workplace mediation. Workplace mediation supports, maintains, and strengthens relationships.
Formal or legal mediators help settle disputes. These tactics don’t settle relationship conflict. They focus on practical, economical, or tangible outcomes. These compromise strategies don’t address social justice. Applying business settlement methods to relationships risks victimisation, abuse, and injury. Conflict resolution procedures that focus on relationships and people will benefit all parties.
Mediation involves talking about interests and needs. Mediation shouldn’t be used to negotiate rights. Any negotiation on rights-based problems should be backed with advice and guidance or instruction to seek legal opinion. Before contemplating bias and discrimination mediation, get legal advice. Mediation’s informality might hide or repress contentious problems. Mediation can provide more satisfaction, learning, and justice than disciplinary and grievance.
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Relationships, behaviour, and communication are emphasised. It helps individuals communicate, problem-solve, and bargain. Using emotions, senses, and reasoning. Dialogue, information sharing, education, understanding, connection, acknowledgement, apologies, and healing are possible. All these aspects are vulnerable to manipulation and abuse, which can re-victimize persons of colour. Mediators need unique talents, beliefs, experiences, and principles for a safe procedure. This has personal, professional, health, and organisational advantages for individuals and the organization’s culture.
Mediation is promising. It may also be a way to apologise, take responsibility, and be accountable. Organizations may show accountability by combining interpersonal mediation with structural changes.