Workplace mediation How employers do it - CIPD

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Changes in use of mediationHow often is mediation likely to be suitable?Table 3: Looking back over the last three years,how much use would you say your organisationnow makes of mediation?%A lot more use 15Slightly more use 32About the same use 21Slightly less use 2A lot less use 2Organisation did not use threeyears ago20Organisation has abandoned theuse of mediation1Nearly half of respondents say their organisation is nowmaking more use of mediation than it did three yearsago; a further 20% did not use mediation three yearsago; while only 4% say they are now making less use ofit. Two in five respondents in the public sector reportmaking slightly more use of mediation, while one in sixreport making a lot more use of it.Table 4: When workplace problems arise, howoften do you believe mediation is likely to besuitable?%In most cases 21In some cases 61In only a minority of cases 18Three in five respondents see mediation as suitable forresolving workplace problems in some cases, with therest fairly evenly divided between those who see it assuitable in most cases and those who see it as suitablein only a minority of cases. Those where the most recentmediation had resolved the issue either completely or inpart were more likely to say that mediation was suitablein most cases.Workplace mediation 5
Business case for mediationWhat are the benefits of using mediation?Table 5: What are the benefits of using mediation?%To improve relationships betweenemployees83To reduce or eliminate the stressinvolved in using more formal 71processesTo retain valuable employees 63To reduce the number of formalgrievances raised57To develop an organisational culturethat focuses on managing and 55developing peopleTo avoid costs in defendingemployment tribunal claims49To reduce sickness absence 33To maintain confidentiality 18The benefit most frequently mentioned is that ofimproving relationships between employees (83%),followed by reducing or eliminating the stress involvedin using more formal processes (71%). Together withdeveloping an organisational culture that focuses onmanaging and developing people (55%), this isevidence that a majority of organisations that currentlymake use of mediation do so primarily for what mightbe called ‘soft’ or cultural reasons. However, almost halfof respondents (49%) see benefit in avoiding the costsof defending employment tribunal claims, while 57%say that mediation reduces the number of formalgrievances raised.One in three of all respondents say that a benefit ofmediation is to reduce sickness absence, while theproportion in the public sector who say this is almosttwice that in other sectors. Maintaining confidentiality isseen as a benefit by 37% of respondents inorganisations employing 50 or fewer employees, but byonly 18% in organisations employing between 5,000and 25,000 and as few as 4% in organisationsemploying more than 25,000.Organisations that use mediation to develop culture orrelationships are more likely to report that their mostrecent experience of mediation has led to the issuebeing resolved, either completely or in part.Effectiveness of mediationTable 6: Which of the following methods aremost likely to be effective in resolving workplaceconflict?%Informal discussion between thoseaffected94Mediation 76Grievance procedures 64Compromise agreement 23Acas conciliation/COT3 6Employment tribunal hearing 2In terms of their effectiveness in resolving conflict,more than nine out of ten organisations see informaldiscussion between those affected as one of themethods most likely to be effective. Mediation is thenext most effective method (76%), while almost twoout of three see grievance procedures as among themost likely to be effective. Compromise agreementsare regarded as effective by 23% of respondents,6% identified Acas conciliation and 2% tribunalhearings as effective.6Workplace mediation
Page 1 and 2: Survey reportWorkplace mediationHow
Page 3 and 4: Summary of key findingsThis report
Page 5: Employers’ use of mediationManagi
Page 9 and 10: What inhibits the wider use of medi
Page 11 and 12: Costs of using mediationTwo in five
Page 13 and 14: However, other respondents felt the
Page 15 and 16: ConclusionsThere is strong support
Page 17 and 18: BackgroundMediation has been define

Workplace mediation How employers do it - CIPD

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