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Unresolved workplace conflict can create stress, strain resources, damage team working efforts and hamper innovation and creativity. The costs of conflict run to an estimated annual cost of £33 billion to UK Organisations according to the Confederation of British Industry, taking up 20% of leadership time and resulting in 370 million working days lost.  

Not all disputes can be resolved cordially. However, many of the disputes that are subsequently decided in a more formal or legal setting might have been resolved if the parties were encouraged or enabled to sit down and listen to each other at an earlier stage. Traditional dispute resolution procedures are inherently adversarial and often further divide the parties with ‘winners’ and ‘losers’ the outcome of the process.  

Mediation is different because it is about collaboration. Furthermore, it provides an opportunity to resolve a dispute quickly and privately, while being heard without being judged. It allows the parties to a dispute to seek to resolve workplace disputes in a fair, clear and amicable manner.

Mediation is a method of conflict resolution that brings together those in disagreement with an objective third party in order to try and find a solution to the satisfaction of all parties. The mediator doesn’t propose solutions; they don’t make judgments about who is right or wrong and they don’t assess culpability or blame. Instead mediation can act as an effective way of creating safe and compassionate dialogue. In doing so, mediation enables the parties to engage in a more emotionally intelligent conversation which is based not on fault or reprisal, but on understanding, empathy, and positive regard.