We have neither at the moment and are about to introduce both!
They will have different functions and I think will be complementary.
We will have Dignity at Work contacts who will be listening ears, their main
role being to help people to think about options, test out their perceptions of
situations, and take the necessary steps. They will not represent at formal
investigations etc.
One of the possible outcomes would then be to go to mediation. We are planning
to use ACAS to train in-house mediators. For really intractable cases we may
use external mediators - Total Conflict Management have done the job very well
on a couple of occasions.
Jenny
Jenny Woodhouse
Equality and Diversity Policy Officer
University of Cambridge Personnel Division
The Old Schools
Cambridge CB2 1TN
01223 332344
Please note that I work part-time. My normal working days are Tuesdays,
Wednesday mornings and Thursdays.
-----Original Message-----
From: HE Administrators equal opportunities list
[mailto:[log in to unmask]] On Behalf Of Kathy Aveyard
Sent: 13 April 2006 08:47
To: [log in to unmask]
Subject: Mediation Services
Dear Colleagues,
We are currently considering replacing a network of Harassment Advisers with a
Mediation Service. The thinking is at a very early stage and I wondered if
anyont else has gone down this route who would be willing to share thoughts and
ideas on things like:
- the role of a mediator
- the remit of the service - advocacy or facilitation
- any training provision you know of
- monitoring the uptake and successful outcomes
Any ideas would be gratefully received.
Thanks,
Kathy Aveyard
Acting Head of Equality and Diversity
University of Leeds
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