TCD Peer Mediation
The Peer Mediation in TCD was established in 2016 to assist staff and managers with the search for lasting solutions to problems between employees in College. It seeks to find a way to maintain relationships and help our people plan forward in dealing with each other.
All of the College Mediators have received extensive mediation training from an international expert and are bound by confidentiality as are all parties to mediation and each mediation is led by an experienced mediator.
All of the parties to the mediation have control over the content and outcomes of the mediation and are asked to volunteer to attend, the mediators will not proceed if they are not satisfied all the parties are attending voluntarily and in good faith.
Mediation is an entirely voluntary process to resolve and prevent conflict allowing the parties an opportunity to work with the mediators in a confidential, private environment.
During the process, an independent, neutral Mediator helps both sides to reach an agreement collaboratively. The mediators are committed to assisting the parties neither judge nor arbitrate, nor will they make any comments on the parties. The mediators helps the participants to identify their issues and to express them whilst working toward agreed resolutions
Mediation improves communication, acknowledges concerns in a non emotive manner and works towards agreement.
Benefits of Mediation
The true benefit of mediation is that it allows all of the parties to air and deal with their matters instead of using the formal route or avoiding the matter altogether. The main benefits are:
- It is Private, confidential and voluntary.
- It allows for an opportunity for better results.
- It can help the parties find a quick resolution to their issues without taking a formal route..
- It helps to decrease stress and disruptions in the workplace.
- It helps to improved interpersonal skills and working relationships.
- It is useful for finding creative solutions to problems.
All of the people involved in the mediation must agree to the terms from the start. The process itself may vary depending on the needs of the parties and the issues at hand. There will be a confidential meeting or phone call with each party before the mediation to establish the issues for each party.
The parties and the Mediator agree to the terms of the mediation at the outset of the mediation. The format of the mediation process may vary depending on the Mediator and the type of dispute. Sometimes there are pre-mediation meetings between the Mediator and each of the principal parties. Depending on the model of mediation, the parties may spend most of the joint-session in the same room or may only spend a short period of time in the same room with the Mediator acting as the go-between. Whatever the model of mediation, any agreement from the mediation must be mutually acceptable to all parties and is generally binding unless otherwise agreed by the parties.
Suitable Mediation Issues
Mediation can be used at all stages of interpersonal disputes in College, from early to the latter stages. It can assist with Organisational change problems to interpersonal issues between employees or between employees and management. If you have a query at any stage regarding an issue to be resolved please don’t hesitate to contact firstname.lastname@example.org .
How do I get started?
A Line Manager, HR Partner or Employee Relations can refer an issue to email@example.com if both parties are amenable to participation. If you feel mediation may help you can discuss this with your Line Manager, HR Partner or a member of the Employee Relations team or visit our webpage www.tcd.ie/hr/our-services/partners or email firstname.lastname@example.org