Hot Topic: Managing workplace disputes
16th November 2006, 00:00am - 00:01am, Past event
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Working in partnership with the Centre for Effective Dispute Resolution (CEDR), the Employers' Forum on Disability held this event to introduce employers to the concept of mediation and how it can be used to effectively manage workplace disputes and conflicts.
With specific emphasis on the Disability Discrimination Act this event provided practical examples of how and why relationships in the workplace can break down and disputes develop to the litigation stage.
The event showed how mediation can be used effectively to resolve conflict by directly addressing grievances and explored the ways to effect positive change for all parties.
A live demonstration was given to illustrate clearly how mediation works in practice.
Key points from the event
Disputes have a negative impact on business and can represent a substantial cost. This cost can be monetary or the cost of staff motivation. This can result in poor customer services and increased absenteeism or staff turnover.
An organisation's public reputation can be jeopardised if the policies and procedures are not in place to prevent and manage disputes.
It is vital that resolution of conflicts be sought as soon as possible, addressing issues and grievances at the earliest stage. This not only minimises risk but is an example of best practice.
Key themes from the event
- Formal mediation is the best alternative to litigation and tribunals and illustrates how litigation might be avoided if mediation and effective communication takes place.
- Mediation facilitates constructive dialogue between parties where they can voice their concerns and grievances as well as suggest ideas which may lead to a resolution.
- Mediation sets a clear understanding of the complex issues involved, opening the path for addressing any practical, operational, personal or strategic problems that have helped create the situation.
- Mediation looks at realistic possibilities and it is not just an easy and quick fix approach. Its workability and effectiveness derives from the work done by the parties themselves to seek resolution.
- It is important for managers to consider how they communicate with disabled members of staff when trying to resolve a potential dispute.