The goal of workplace mediation is often to solve workplace conflict and even reintegrate employees after a leave of absence (Bollen & Euwema, 2103). Workplace mediation can also address such issues as sexual harassment in the workplace, discrimination, and workplace bullying. The role of the workplace mediator is not to prescribe an agreement or specific outcome. Rather to facilitate open communication and implement a facilitate method of mutual understanding between both parties.
Mediation is significantly beneficial in the workplace setting as workplace conflict rarely requires a legal remedy. Instead, the consensual approach of mediation allows each party to search for a long lasting and positive solution. The open nature of mediation also searches for underlying emotions and concerns and even expectations which provide an essence of transparency.
According to Bollen and Euwema (2013), employers may choose mediation for the following reasons:
1. To maintain a relationship,
2. Solve conflicts in an efficient and cost effective manner,
3. Prevent or restrict detrimental effects of conflict,
4. Contribute to the employees well being; and
5. Help create a problem-solving organizational culture.
Furthermore, workplace mediation research has shown that workplace mediation is considered most fair when both parties believe that the mediation is impartial and each person is treated with respect.
Bollen, K., & Euwema, M. (2013). Workplace mediation: An underdeveloped research area. Negotiation Journal, 29(3), 329-353.