Choosing the Right Workplace Mediator

When choosing a mediator, organisations should consider training, accreditation, experience, independence, availability, communication style and relevant sector knowledge. A directory profile is a starting point, not a substitute for due diligence. Ask how the mediator handles suitability, conflicts of interest, confidentiality and accessibility. FAQ: Should sector experience matter? It can help, although independence and process skill remain central. Should references be checked? Organisations should follow their procurement and professional requirements.

Practical takeaway

Good workplace mediation depends on informed participation, impartial facilitation, appropriate safeguarding and clear next steps. Organisations should choose a suitably trained professional and keep their wider HR and employment responsibilities under review.