Embedding an in house mediation service – a personal

view

Leeds Metropolitan University

Expectations

• It can take a long while to embed – be patient• Don’t expect cases to be like the ones used in training. Some

people just want to talk/offload and even reposition themselves in relation to a team member!!

• Not always a full mediation

• Teams sometimes request mediation – be prepared.

• Issues of disability and absence are sometimes involved.

• Be flexible and creative regarding mediating

Unions

Involve unions where possible

Publicise

Get slots at faculty plus meetings to explain service

Staff development sessions with role plays Colourful and original recoil screens and plasma displays. Don’t

go for the obvious. Avoid pictures of people shaking hands!!!!

Leaflets

Wellbeing events

Student/staff fairs

Staff/student inductions

Residential officers’ training

Publicise

Policies

Get mediation into early stages of Grievance policies etc. Ensure HR are aware of this. Train them.

Ensure it is embedded in governance structure. For instance, get mediation reports into governors and staffing committee etc.

Weak managers

• Sometimes it’s hard for managers to accept ‘outside’ help as

they see it as a sign of weakness.

Get Feedback

Get feedback and use it!

Celebrate and publicise success

Get feedback and use it!

Students??

• Halls

• Social media issues – strong policy and/or student charter,

ground rules etc.

• Residential officers and awareness of service. Mediation skills

training

Sustaining service

Get manager commitment in terms of mediator deployment

Check confidence issues with mediators – regular meetings

Pairing of novice and experienced mediators

Routinely update and train.

Plan for haemorrhaging

Any comments/questions