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In a busy school or trust environment, differences of opinion are inevitable. Whether it’s a disagreement between teaching staff, tension within a leadership team, or a breakdown in communication between central staff and a headteacher or governing board — conflict can quickly affect morale, team dynamics, and pupil outcomes if left unresolved.
Workplace mediation is an increasingly popular tool in the education sector to manage conflict informally, before issues escalate into formal grievances or disciplinary action.
What is workplace mediation?
Mediation is an informal process where an impartial third party, known as a mediator, assists parties who are experiencing difficulties in their working relationship in resolving conflict through the use of specialised communication techniques. Unlike formal processes or litigation, mediation is a voluntary and confidential process with an emphasis on collaborative problem-solving and mutual respect.
Mediation involves several key components:
1. Voluntary participation
All parties involved must agree to participate in the mediation process. This voluntary nature ensures that everyone is committed to finding a positive resolution and fully engaged with the process.
2. Neutrality
The mediator remains neutral, does not take sides or make decisions for the parties. Their role is to facilitate conversations and help the parties understand each other’s perspectives.
3. Confidentiality
All discussions during the mediation process are confidential to ensure a safe environment for open communication. Details of the conversations therefore cannot be used as evidence in any formal processes, including tribunals if the mediation process doesn’t result in a satisfactory outcome.
4. Structure
Mediation follows a structured format, often beginning with one-to-one sessions followed by a joint meeting where each party is able to present their view of the conflict and discuss them openly in a facilitated conversation with a view to reaching an agreed way forward.
Why mediation matters in schools and trusts
Mediation can support positive outcomes in a range of education-specific situations, such as:
- Personality clashes between teachers or support staff
- Leadership team conflicts impacting school performance
- Strained relationships between central MAT staff and school-based employees
- Governance tensions between trustees or with executive leaders
- Communication breakdowns in small school teams.
How can mediation help?
Mediation offers numerous benefits, making it an effective tool for resolving workplace disputes before they escalate and potentially impact more widely on colleagues or become formal processes.
Cost-effective
Mediation is generally less expensive than formal processes or employment tribunal claims.
Time-saving
Formal investigations and processes can take several months to complete. Mediation, on the other hand, can often be completed in a matter of hours or days, depending on the complexity of the dispute.
Control over outcome
In mediation, the parties have control over the resolution. Unlike a formal process or tribunal where an outcome is imposed on the parties, mediation results in the parties working together to reach a mutually acceptable agreement which could be more creative and positive than an imposed outcome.
Relationships
Mediation encourages a collaborative environment, which can help preserve working relationships that might otherwise be damaged by formal processes or tribunals.
In the workplace, mediation can address issues such as employee grievances, conflicts between colleagues, and disputes between management and employees before they escalate. By encouraging open, honest communication, and resolutions that have been agreed by both parties, mediation can help improve workplace collaboration, morale and productivity.
