Mediation

Introduction

The School is committed to providing a mediation scheme in order to improve and develop working relationships without the use of formal procedures.

The School now has six in-house mediators, drawn from a variety of backgrounds and roles across the School, who have successfully completed nationally accredited training.  A list of the names of the mediators can be found below. The School expects the in-house mediators to be used in most situations and external mediators only in exceptional circumstances e.g. where it is not feasible to use internal mediators or group mediation is necessary. Should the services of an external mediator be agreed, departments are normally expected to meet the costs of the service.  HR Division has a small budget to contribute towards the cost.

The practical arrangements for arranging mediation are made by the Mediation Coordinator in the HR Policy team. 

Video clips

The video clips below show:

Description of mediation

Mediation is a voluntary process where an impartial third party facilitates two or more people to take responsibility for working together to improve their working relationship.

The School carries out both solo and co-mediation:  mediation that uses either one or two mediators. In the cases of co-mediationm, the mediators work as a team to support parties in discussing the issues of concern, facilitate them to put forward options for resolution and reach agreement on a mutually acceptable solution. The role of the mediator is to provide impartial and non-judgemental support to all parties, foster a safe, constructive and confidential environment and support the parties to reach a consensual outcome.

Mediation usually lasts one full day and is carried out in neutral venues away from the offices of the parties. It involves a series of meetings facilitated by the mediator(s), moving from individual meetings in the morning to a joint meeting of both parties in the afternoon.

The Mediation process itself is outline below.

Benefits of mediation

Research commissioned by Acas found that the introduction of in-house mediation can have a transformative effect on workplace relations and underpin a new (and more informal) approach in the way that issues are managed.

Mediation provides a swifter resolution than formal procedures, reduces stress and anxiety for the individuals involved, improves team working and frees up management time.

One of the main advantages of mediation is the use of a common-sense approach that helps the parties to agree their own practical solutions. The process of mediation enables the parties to move forward from blame and retribution in order to reach a new understanding or way of working. A successful mediation results in realistic, agreed and measurable action plans.

Process

In the first instance, the employee and Head of Department/Service Leader or manager should contact the relevant HR Partner to discuss the issue. If it agreed that mediation may help to resolve the grievance, the HR Partner will request an internal or external mediator through the HR Policy Team.  The HR Policy contact and mediation co-ordinator is Natalie Pancheri (n.pancheri@lse.ac.uk and 020 78955 6367). In Natalie's absence, e.g. on annual leave, Lisa Morrow (l.morrow@lse.ac.uk and 020 7849 4687) will be the contact point.

The Mediation Referral request form can be found here

The next steps in the mediation process can be found on Process Flowchart

Feedback

At the end of the mediation process, the parties are encouraged to provide feedback so that the School can learn what is working well and where the mediation process offered might need improvement. 

List of the Internal Mediators

Name

Department

Jacqui Beazley

Catering Services

James Deeley

Department of Media and Communications

Shaun Harris

LSE Careers

Imran Iqbal

Management Department

Daniel Linehan

LSE LIFE

Jo Taplin-Green

Library

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