Mediation, Equality and Diversity

Superintendent Chas Bailey

Mediation as a diversity tool

Police National Competency Framework -Respect for Race and Diversity

13 elements

Mediation as a diversity tool

• Sees issues from other people's viewpoints• Respects the needs of everyone involved when

sorting out disagreements• Shows understanding and sensitivity to people's

problems and vulnerabilities• Listens to and values other's views and opinions

• Uses language in an appropriate way and is

sensitive to the way it may affect people

• Acknowledges and respects a broad range of social and cultural customs, beliefs and values within the law

• Understands what offends others and adapts own actions accordingly

• Respects and maintains confidentiality, wherever appropriate

• Delivers difficult messages sensitively

Mediation as a diversity tool

• Takes into account other's personal needs and interests

• Challenges inappropriate attitudes, language and behaviour that is abusive, aggressive or discriminatory

• Deals with diversity issues and gives positive practical support to staff who may feel vulnerable

• Supports minority groups both inside and outside their organisation

Mediation as a diversity tool

Mediation as a diversity tool

Diversity outcome of mediation:

Enduring understanding of each other’s views, feelings & needs leading to a behavioural change

Contrast and Compare Fairness at Work Investigations and Mediation

FAW Mediation

Formal written complaint Easy initiation

Investigatory structure Informal approach

Encourages defensiveness Encourages honesty

Documented outcome Confidential

Imposed judgement Parties own the outcome

Protracted Speedy

Building Trust In MPS Mediation

Promoting and Informing

• HR Managers

• Line managers

• Staff Associations

• Fairness at Work Advisors

• Published Policy

• Leaflets/Posters

• Intranet – promote success

Observers

• Staff Associations• Friend (another employee)

• Single session – contribute with permission• Joint session – observe only

• Useful support in timeouts

Building Trust In MPS Mediation

Case Study - staff association

• Low level disagreement

• High stakes – impact on MPS diversity programme

• Final handshake

• Low level disagreement• High stakes – impact on MPS diversity

programme• Final handshake

• Learning point – allow space at close• Learning point – mediators can contribute

significantly to your organisation

Case Study - staff association

Case Study – mental health

• Welfare issues emerged during mediation• Occupational Health referral• Agreements reached but not enduring

• Welfare issues emerged during mediation• Occupational Health referral• Agreements reached but not enduring

• Learning point – is this situation mediatiable?• Learning point – have a process for breaking

confidentiality

Case Study – mental health

Case Study – unwilling participants

• Well meaning manager• Skills of the mediator crucial • Resolution achieved• Departmental learning

• Well meaning manager• Skills of the mediator crucial • Resolution achieved• Departmental learning

• Learning point – cathartic listening for 2nd party

• Learning point – imperfect mediations can work

Case Study – unwilling participants

KEY MESSAGES

Mediation and diversity fit together well

KEY MESSAGES

Mediation and diversity fit together well

Staff associations add value when building trust

KEY MESSAGES

Mediation and diversity fit together well

Staff associations add value when building trust

Achieving ownership of the outcome creates a lasting solution

KEY MESSAGES

Mediation and diversity fit together well

Embrace staff associations as they add value when building trust

Mediation is my tool of choice for dispute resolution (and gives me a real buzz)

Achieving genuine ownership of the outcome creates a lasting solution