What is a mediator? - Equality & Diversity Intranet


The Guide to Workplace Mediation:

University of Salford Mediation Services

Mediation Guide 2012 Page 1


What is mediation?

Setting up the mediation – the different routes to the service

First individual meeting

Second individual meeting

Joint meeting



Workplace/Study mediation – some FAQs



Mediator practice standards



University mediation referral form



Introduction to mediation to parties – checklist for HR and




Crib sheet for sponsors of mediation



Confidentiality agreement



Goals for Mediation



Post mediation Evaluation



List of internal mediators

Mediation Guide 2012

















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The University’s employee mediation service came about as a product of a unique partnership between Salford and the TCM (Total Conflict management) Group. The core of this service is a network of volunteer mediators made up of staff that have been trained and nationally accredited through the Open College Network. Our mediation service is also available for students.

Whether you are considering using mediation, or preparing to engage in it as a participant, the

Guide to Workplace Mediation will provide you with the key information you need to know on the role, process and philosophy of mediation. During mediation, we work with everyone involved in a conflict situation to explore the parties’ underlying issues, needs, goals and expectations. We apply a series of safe and constructive approaches to help the parties listen to one another and we support them as they identify areas of commonality and difference. We often describe mediation as an attempt to build bridges. In many respects, this is true, as mediation helps people bridge the gaps which remain unresolved in workplace/study conflict.

We understand that resolving workplace/study conflict can be difficult and tiring. As experienced mediators, we will support each party every step of the way. By listening carefully to what each party has to say, we will encourage parties to talk about their problems constructively and safely. We will not make judgments or determine who is right or wrong.

Instead, we will maintain a neutral and impartial approach throughout the process and support parties before, during and after mediation.

Importantly, all our work is confidential. This is one of the guiding principles of our work and we take it very seriously. If you want to discuss any aspect of mediation, please feel free to contact us.

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What is mediation?

Mediation is a process whereby a neutral third party intervenes in a workplace conflict or dispute to assist the parties in reaching a satisfactory outcome.

Mediation usually lasts for one full day. It creates a safe environment where parties are able to communicate and work towards the restoration of a positive working relationship.

Mediation is a structured process which enables parties to identify, consider and discuss their own and each other’s current and future needs.

The University’s mediators encourage and facilitate open and honest communication which often leads to increased awareness, understanding and empathy between parties.

The University’s mediators are all professionally qualified.

The six stages of mediation

Prior to the mediation starting


Setting up the mediation: the different routes to the mediation service


Making contact and gathering information (typically by telephone)

The mediation day


First individual meeting


Second individual meeting


Joint meeting


Closing the case

Note: Each of these stages is explained in more detail in this guide

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Setting up the mediation: the different routes to the mediation service

Making contact with the Mediation coordinator:

The mediation coordinator for the university takes initial enquires by email or over the telephone (details in appendix I). Their role is to help you decide

(a) Whether you want to use the mediation service, either as the person in the middle of a personal, workplace or study conflict, or as someone trying to resolve it, and

(b) The best way of accessing the mediation service

In order to ensure whether mediation is likely to work in the conflict situation you are involved in, clearly defined criteria are used to assess the suitability of the case. But in essence, we need to know:


The reasons for the conflict


Any action already taken and the impact of the action


Any impact of the conflict on the team, class, individuals or the organisation


The involvement of other participants and how this has affected the conflict


What you hope to achieve from the mediation process.

This information is gathered through our referral form (appendix G)

The different routes to accessing mediation service:

The referral form is usually sent to a senior manager in HR to complete, and in that way they become the sponsor for your mediation. However, a distinctive approach to the mediation service in the University of Salford is that we want it to be as accessible as possible, so have widened the list of sponsors to include your line manager, HR partner, any one of our trained mediators (who once they sponsor you will not act as mediator for your case to ensure objectivity and any perceived bias) and any of the bullying and harassment advisors.

Agreeing on an intervention:

Once we have received the referral form and discussed the situation with your sponsor, we will arrange the next steps. However, if mediation is determined not to be appropriate in the current context we will provide a range of other options.

Arranging the mediation day:

The mediation coordinator will organise the mediation, dates times and venues.

Prior to the mediation day:

The mediators will call each participant to introduce themselves, ensure they are still okay with the mediation taking place and answer any questions about the process. Please note, the

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mediators will not be able to discuss anything about the conflict prior to the actual mediation day.

If you have any concerns or questions about referring a case or getting a case referred for mediation, please do not hesitate to contact the mediation coordinator, who will provide confidential and impartial advice prior to a formal process.

Mediation Process


2 x Pre joint meeting meetings

Joint Meeting


Follow up/evaluation

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The first individual meeting

The first individual meeting, where the mediators meet each party individually, lasts approximately one hour. The purpose of the meeting is:


To explain and clarify the role of the mediator and the mediation process


To consider the various elements of the dispute and the impact on the individuals involved


To identify, through a process of active listening, the history of the situation as well as the participants’ future needs and expectations


To discuss participants’ goals for mediation (see appendix C)


To agree terms of reference for the mediation process which the participants are able to commit to.

What is a mediator?

A mediator is an independent, professionally qualified, person who is invited into a conflict or dispute situation to work with the parties involved as they (the parties) try to find a positive resolution to their situation. The mediator does not judge who is right or wrong, and does not blame the parties involved, nor do they tell people what they should do.

The mediator listens carefully to what the parties have to say and asks a number of questions to allow the parties to share information. The mediator helps the parties to address their current concerns and issues as well as their expectations and goals

Throughout the mediation process, the mediator considers how to move the parties forward, and works with the parties involved to consider future needs, expectations and options.

The nature of workplace mediation

Mediation is a different way of resolving a dispute or a conflict. Mediation has a clear structure and it is underpinned by important values and principles. The following principles are emphasised during the first meetings with each party.

Mediation is voluntary People should enter into mediation because they want to , and not because they feel bullied or threatened

 Meditation is a safe and Mediation’s basic ground rules ensure the process is not used as a means constructive way of of threatening, intimidating or bullying participants speaking and listening

Mediation encourages fair and equitable

Every person involved in conflict has an idea regarding how it can be resolved. Mediation encourages openness and honesty, and it ensures

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problem-solving with a that each person’s point of view is considered. Through mediation, the focus on the future participants develop realistic, agreed and measurable action plans.

Mediation is confidential Mediation is a confidential process and each participant will be asked to sign a confidentiality agreement at the first meeting.

Mediation’s terms of reference:

To restore a positive and productive working relationship

These are discussed at the introductory meeting and will be referred to throughout the mediation process.

During mediation, the meaning of a positive and productive working relationship will be considered, how such a relationship can be restored, how this should happen and how mediation can ensure that it will work.

The role of representatives during mediation:

Parties may bring a university representative to the first meeting, only after having discussed it with the mediation coordinator. The role of the representative’s role will be discussed at the first meeting; they will not attend any further meetings, except in exceptional circumstances.

Please note: the representative is not there to speak on behalf of the parties, but to support them.

Establishing a way forward:

The introductory meeting will give each party the opportunity to discuss the issues as they see them, find out more about the mediation process and to commit to the process. It is important to remember that those involved in the mediation process will only get out of it what they are prepared to put into it and that it is a useful tool to help amend the situation.

If you have any questions, concerns or issues following on from the introductory meeting, please let the mediator know.

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The second individual meeting

The second individual meeting is relatively short. The purpose of the meeting is:


To explore in detail, the issues raised in the first meeting and any additional issues from a participants point of view


To facilitate, as required, the sharing of information, ideas and potential ways forward between each of the parties


To encourage each party to listen to the others perspective and to assist with the development of trust, empathy, respect and understanding


To agree a way forward, including the preparation for the joint meeting

An introduction to the second individual meeting:

The mediators will reiterate the three key reasons for the second joint meeting, which are


It prepares all parties for the difficult conversation ahead


It allows the parties to ‘test’ what they want to say to a neutral person


It gives the mediator the opportunity to map the issues and develop the agenda for the joint meeting

The role of the mediator during the second meeting:

The mediator will listen carefully to each party and ask relevant and appropriate questions. The mediator does not judge what the parties say and will work with each party to prepare them for the joint meeting.

Whilst the mediator will not disclose what the other party has said, they will identify areas of commonality and consensus.

The second meeting will also be used to ‘reframe’ challenging language and the mediator will help all parties construct what they want to say to one another using the four key stages of non violent communication (NVC).

The four components of NVC are:


Objective OBSERVATION of a specific event or behaviour – “When you...”


Expression of the resultant FEELING – “I feel/felt...”


Expression of unmet NEED – “Because I need...”


Specific REQUEST – “Next time, please could you...?”

Finally, the mediator will explain what happens at the joint meeting and will invite all parties to prepare what they want to say during their uninterrupted speaking time (in the form of a written statement). It is important to prepare for this as it is not always easy to say what you want to when you feel tense.

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The mediation joint meeting

Opening and ground rules

Uninterrupted speaking time


Action planning



Follow up/fine tuning

The joint meetings usually take place in the afternoon of the mediation day.

The purpose of joint mediation is:


To establish a safe and structured environment where all participants involved in the dispute/conflict can meet one another to engage in open and honest dialogue


To evaluate all available options and ultimately to arrive at realistic, manageable and agreed outcomes


To develop an action plan and agreement about how best to work together and


To consider longer-term requirements and follow-up arrangements

An introduction to the joint meeting:

The joint meeting is a carefully structured process which follows simple and effective guidelines. This is by far the most important stage of the mediation process. Entering into the joint meeting clearly symbolises commitment towards a positive and realistic outcome to the current situation.

This form of mediation is not easy, it can be challenging, frustrating, complex and tiring.

However meeting with one another and talking with openness and honesty about the situation will make a real sustainable contribution to the dispute resolution process.

The joint meeting process in detail


The mediators will establish a number of ground rules that each party will agree to. Some examples of ground rules could be:

 Please try not to interrupt whilst others are talking

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Listen to what others are saying

 Respect other peoples points of view and their rights to voice them

 Avoid shouting and abusive behaviour

After the ground rules have been agreed, each party will have the opportunity to tell their story. This is done during uninterrupted speaking time. Each party is given the same opportunity to speak and listen.

Remember these simple techniques which will help you during the joint meeting

Encourage the person who is speaking: lean forward, nod and appear attentive.

Try to maintain eye contact and look interested

Don’t spend all your time thinking about what you want to say in reply to what you hear, you are not listening if you do this!

Don’t try to interrupt the speaker, it will put them off and it means you are not listening effectively.

The role of the mediator during the joint mediation meeting:

The mediator’s role is to act as facilitator, listen carefully, ensure that ground rules are adhered to, ask open questions, summarise what is said and generally lead the meeting in a positive manner whilst ensuring everyone’s point of view is considered.

Time out or caucuses:

In some cases, the mediator may ask for the joint meeting to break into smaller one-to-one meetings. These are known as caucuses. A caucus allows parties to take time out without interrupting the flow of the process. A caucus may be called when:

A difficult issue arises which requires personal and private consideration

Mediators experience difficult or challenging behaviours

 One or both parties requests time and space to think and reflect

The outcomes of the joint meeting:

There are no set formulae for how the mediation should end. Every situation is different and what is needed maybe different depending on the circumstances. It is important that parties have the opportunity to start talking again and they agree what they want to happen in the future. What happens in the future may include:

An action plan to be monitored by all parties for a specific time

Future mediation involving other people or a whole team conference if there is conflict within a team

An agreement or memorandum of understanding outlining how the participants will interact in the future

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Consideration of training and development issues or supervision and coaching needs

Any outcome will be put in writing for participants to consider, keep and follow. All parties will be contacted 1, 3, 6 and 12 months after mediation has concluded to establish how the case has progressed.

Remember: mediation is only as effective as you want it to be. If you want to find a solution, you will find it. The mediator will do everything they can to help those involved find a positive and constructive way forward.

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Appendix A

Workplace/Study Mediation – some FAQS

When is the best time to carry out mediation?

Mediation is best carried out as soon after a dispute or conflict has arisen, before a formal process is instigated, however, it can be carried out any time.

How long does mediation last?

Mediation usually lasts for one full day. However, in more complex cases or in cases involving more than two parties, it may last for up to three days.

Who are the mediators?

All of the University’s mediators are fully trained, certified and experienced. All mediators

(including the mediation coordinator) are members of the Professional Mediators Association


Do mediators tell people what to do?

No. Mediators do not tell parties what to do. They do not judge who is right or wrong, nor do they impose a settlement or a solution.

Is mediation confidential?

Yes. Parties sign a confidentiality agreement at the first meeting. Mediators will not disclose anything that has been said during the mediation process without the permission of the parties.

If agreed by both parties, mediators will provide a copy or summary of the final agreement to the person who sponsored the mediation. Other than a copy of the agreement all notes taken during the process are destroyed, including the notes made for the joint meeting. Mediators do not provide evidence in any formal process or employment tribunal.

Where does mediation take place?

Mediation takes place in a neutral venue comprising of three rooms, one for each party, for them to use all day, and a room for the joint meeting.

Is mediation voluntary?

Yes. Mediators ask each party whether they have entered into the process freely and voluntarily. No one is forced, tricked or coerced into mediation.

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Can I have someone with me during mediation?

Whilst we recognise that parties may wish to have someone with them, the mediators will ensure there is a safe environment where parties do not need to bring anyone to support them.

If parties do wish to bring someone else they may bring a university representative to the first meeting, only after having discussed it with the mediation coordinator. The role of the representative will be discussed at the first meeting; they will not attend any further meetings, except in exceptional circumstances.

Please note: the representative is not there to speak on behalf of the parties, but to support them.

I thought mediation was about us meeting each other. Why do we have to meet the mediator separately?

Having separate meetings with the mediator gives all parties the opportunity to talk about the conflict from their point of view. The mediator listens to what each party says and explores how each party feels, what their concerns are, and what their underlying needs are.

What happens at the end of mediation?

Hopefully, parties will have reached a resolution to their dispute together with a number of points of agreements. These will be given to the parties (usually on the same day). Follow up phone calls will be made to each of the parties by the mediation coordinator. All parties will be contacted 1, 3, 6 and 12 months after mediation has concluded to establish how the case has progressed.

Does mediation work?

Yes. Mediation achieves on average a 90% resolution a year of all cases. However, for mediation to work it requires a commitment from all parties. When parties enter into mediation with a willingness to listen and to respect each other, to challenge and to be challenged, and to seek a new way of working together, there is a good chance that mediation will work.

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Appendix B

Mediator Practice Standards

The University of Salford abides by a strict code of practice:

Our work is confidential. We will not give detailed feedback about what is covered during the mediation process unless all parties specifically request us to do so 1

Mediation is voluntary. We will not force or coerce you into mediation and will ensure during the process that the parties are there voluntarily

Mediators do not judge parties and do not assign blame or culpability

Mediators ensure that they are well prepared for every mediation session

Mediators ensure that they are well trained in all aspects of dispute resolution

Mediators engage in a process of continual professional development and reflective practice

11 Please note: where it is identified by the mediators during the mediation process that there is a significant risk to either of the parties’ confidentiality cannot be guaranteed.

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Appendix C

University Mediation Referral Form

This form should be completed, as fully as possible, and returned to: (email address) with

‘referral form’ in the subject field

Office use only

Case Referral

Date received by GSU

Allocated to Mediators

Date and venue of mediation

Date case completed/returned

Outcome of mediation

Date of one month follow up

Date of three month follow up

Date of six month follow up

Date of twelve month follow up

1. Your details – sponsor of the mediation

Your name







Your contact phone number

Email address

2. Details of parties – please note we contact all parties by phone in advance of the mediation

Name – party 1



Contact phone number

Email address

Typical availability

3. Details of parties – please note we contact all parties by phone in advance of the mediation

Name – party 2



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Contact phone number

Email address

Typical availability

Note: if more than two parties please advice on form

4. Please provide a brief summary of the situation. Please advise us if the issues are part of a formal grievance or of any allegations that could include statutory discrimination

5. Please provide details of any action taken to date to resolve, investigate or otherwise manage the situation including any outcomes.

6. Is there anything else happening in the department/school that may be contributing to the conflict? (I.e. recent structural changes)

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7. Please outline your expected outcomes of mediation. These will form our terms of reference

8. Please use this space to provide any further information that you feel is relevant to this case. If the case involves any allegations that are part of a formal grievance or discrimination please provide us with a link to/ or copy of any relevant reports or policies.

For any of the above questions continue on separate sheets as required.

9. To help with the expediency of this referral – can you suggest three possible dates for the mediation?

1. 2. 3.

10. Other relevant details. Please tick the appropriate box.

Are all the parties aware that this case has been referred for mediation?

Have the parties been provided with a copy of the ‘Guide to Mediation’?

Are all parties aware of your expectations of mediation?

Are all parties aware that they will be contacted by a mediator prior to mediation commencing?

Are the parties aware that mediation will take a whole day?

Yes No

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Office use only

Administrative check to be carried out prior to allocating mediators – this will be done in conjunction with a follow up phone call to the referrer.

Are the referrer’s expectations appropriate to mediation?

Are the mediators aware of all the issues relating to the case?

Are both parties aware that their case has been passed for mediation?

Have the parties received the ‘Guide to Mediation’?

Have the parties agreed to mediation?

Do the parties understand the mediation process?

Are they available all day?

Is this the only action that has been taken so far to resolve the conflict/dispute?

Have we seen all relevant documents before continuing?

Is there anyone else involved in the conflict?

Does this need to be explored?

Are there any other concerns about whether this should continue to mediation?

Has the venue been booked for the mediation?

Yes No

See below

Follow up, if any, before proceeding:

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Appendix D

Introducing Mediation to the Participants – a guide for

HR and Managers

This sheet provides a useful check sheet for introducing mediation to potential participants

What is Mediation?

Area for Discussion

Mediation is a confidential process – no feedback is given to third parties unless specifically agreed by all parties

The mediator is a neutral third party – they do not take sides nor do they make judgements about who is right or wrong

Mediation restores working relationships

Mediation is a non-blaming approach

Mediation is highly effective, when all parties agree to mediate, it can work up to

90% of workplace disputes


Yes No

What can the participants expect from Mediation?

Area for Discussion

Mediation is a confidential process. All records are destroyed at the end of mediation. The final agreement or a summary of the agreement will be sent to your

Business Partner

The neutrality and independence of mediation – mediators do not take sides and will remain objective

The mediator does not judge who is right or wrong or determine an outcome based on evidence

The mediator will act fairly and equitably at all times

The mediator will ask difficult and challenging questions but is not there to interrogate or investigate

The mediator will facilitate communication and dialogue to help an agreement on some, or all, of the issues

The mediator will help parties agree on a final action plan which will be specific, achievable and will be monitored over time

The mediator will provide ongoing support and guidance as required for 12 months


Yes No

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What can the parties do to make Mediation work?

Area for Discussion

Mediation is challenging and requires a high level of commitment from all parties

Mediation will only work if people are prepared to engage fully, openly and honestly

Mediation works best when people are open minded about changing their own behaviours and attitudes


Yes No

The benefits of Mediation

Area for Discussion

Mediation provides a chance to talk and hear what is being said

Mediation gives all parties a sense of greater control during the resolution process

Individuals feel listened to by an independent mediator who will not judge or blame them

Individuals have a far greater stake in the final outcome. Mediation creates a

‘win/win’ outcome

Mediation considers historical factors whilst giving focus for the future

Individuals feel valued by the organisation

Mediation reduces stress, anxiety and fear


Yes No

Note: whilst this guide is intended to provide a useful summary of mediation, it is not an exhaustive guide.

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Appendix E

Crib Sheet for Sponsors to Mediation

You would have been asked directly by Party 1 (or via the mediation coordinator) to approach

Party 2. Your role as a sponsor is to approach Party 2 and to invite them to mediate with the

Party 1. You will not be the mediator on this case.

This crib sheet provides guidelines for approaching Party 2 as well in informing Party 1 to ensure the mediation process runs smoothly from both ends.

You might want to open the conversation with wording such as, ‘I am getting in contact because we have had a request for mediation from X (Party 1).’

Points to cover:

You are a neutral and impartial sponsor and that all communication is kept confidential

Party 1 has approached you (as sponsor) out of their own free will and not under any pressure from anyone else, e.g. management, HR, TU

 The mediation process, highlighting the specific benefits to them. You might want to include the following: o Mediation is a series of separate meetings followed by a joint meeting; typically taking one full day o Mediator boundaries: the mediator(s) are impartial, independent, a neutral 3rd party – not there to judge, advise or apportion blame o Mediator role: To listen, facilitate, create a safe environment for dialogue o Any agreement reached is not legally binding and doesn’t preclude following another formal process if the mediation is not successful o Mediation is a voluntary process o Mediators are qualified (PMA accredited) o The mediators and parties are protected by confidentiality agreements o If Party 2 is resistant, explore what are the alternatives to going to mediation

(BATNA, WATNA, and MLATNA – best/worst/most likely alternative). What might be the outcomes? o The benefits of mediation – it’s the parties who decide how to go forward, build any agreement; that relationships can be rebuilt to secure better working environment; opportunity for open, honest dialogue and a better understanding o Mediation has a 93% success rate.

 State that mediation is not arbitration: it’s the parties who determine the outcome and who sees any agreement.

 The mediation program is independent of the university, HR and trade unions and is administered by the Mediation Coordinator situated in Governance Services

Do not discuss the exact details of the dispute from the other party’s perspective.

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 Distribute the University of Salford’s’ Guide to Mediation’ which discusses the above points in greater detail.

Allow a chance for the party to ask questions and voice any concerns or fears they have.

Have a blank referral form on hand to complete on behalf of the party. You will probably have one copy completed for each party and reconcile into one referral form for submission to the Mediation Coordinator.

Although there may be a lot to cover, the most important points to cover are:



Remember your role is to stay impartial Become an advocate for either party

Empathise with strong emotions expressed – use your active listening skills (reflecting back, summarising, questioning etc) to put the party at their ease.

Focus on the process and potential outcomes of mediation

Sympathise or take sides

Discuss exact details of the dispute from the other party’s perspective

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Appendix F

Confidentiality Agreement

Confidentiality is central to the success of the mediation process. As such, all participants involved in mediation are asked to sign this standard agreement at the first meeting.

The purpose of this agreement is to ensure that all parties are able to participate fully, openly and honestly during the mediation process. Please bring this confidentiality document with you to the first mediation meeting.

I agree that:

1. Any information or documents received or developed during the mediation process will not be used for any purpose other than that for which it was intended i.e. resolving this conflict through mediation.

2. All information received by me or, my representative, during the mediation process is done so in the knowledge that it must remain confidential and will not be disclosed to anyone else. However, documents which would in any event be disclosable at either Employment Tribunal or Court hearing will not become privileged by reason of having been referred to in the Mediation and will therefore still be disclosable.

3. All discussions during the mediation process are “without prejudice” and “privileged” which means that nothing that is said by anyone during the process may be put forward as evidence in any subsequent internal determination process, appeal, Employment Tribunal or Court action.

What you can expect from the mediation service:

That University of Salford mediators will be unable to give evidence at Employment Tribunal or other formal or informal hearing/investigation, or make a statement at any time in the future, relating to any issues arising from or during the mediation process.

That all notes taken by mediators during the process act solely as aide memoirs for the mediators and will be destroyed at the end of the mediation process, we do not retain notes on files.

To enable the situation to be managed beyond mediation, the person who referred the case may receive a copy of the final agreement. They will not receive feedback about any issues raised and/or discussed during mediation or any other factors that occurred during the day.

I confirm that I am in agreement with the above

Signed ………………………………… Print …………………………………Date……………………………………….

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Appendix G

Your Goals for Mediation

This confidential questionnaire has been designed by our experienced workplace mediators to give you an opportunity to consider your personal needs and goals before we start mediation.

There is no right or wrong answers! Please use this space to reflect on the positive aspects of what you hope to achieve and, if possible, please avoid making negative statements about or demands on the other person – do be as open and honest as possible. Your answers will be discussed between you and the mediator during the early stages of mediation. Once underlying needs have been discussed, we will be able to develop a framework for mediation.

Please note: The questionnaire should be completed after you have read the Salford’s Guide to

Workplace Mediation

Don’t forget to send your completed questionnaire to the mediation coordinator

Your name

1. Briefly, please outline the areas that you wish to discuss during mediation.

2. What are your personal needs/goals that you would like to be met through mediation and why are these important to you?

3. What would a fair outcome look like for all parties?

4. What are the potential blocks and barriers to achieving the above outcome?

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5. You will be asked to prepare a short opening statement for the start of the joint meeting.

Please use this space to consider those areas you wish to include in your opening statement.

Please note that the mediator will ask all parties to refrain from using blaming, derogatory, sarcastic, and demeaning or any other inflammatory language.

6. Do you have any further comments or suggestions regarding the mediation process?

Monitoring for fairness

In line with university policy, the personal information you are asked to provide will be used to ensure that our service is accessible to all staff and that it meets the diverse needs of our

University community. Please take a few minutes to fill it in.

Please answer by placing a tick in the appropriate box.

Age: Under 20 20 - 29 30 – 39 40 - 49 50 - 59


Male Female

Gender Reassignment:

For the purpose of this question ‘transgender’ is defined as an individual who lives, or wants to live, full time in the opposite gender to that they were assigned at birth.

60 - 69

Yes No

70 or over

Prefer not to say

Sexuality: Gay Man Lesbian/Gay women Bisexual Heterosexual

Religion or


Buddhist Christian Hindu Jewish Muslim Sikh Any other Religion or Belief

(inc non-belief)

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Ethnic Origin:

Asian/Asian British - Bangladeshi

Asian/Asian British - Pakistani

Black/Black British - African

Any other Black/Black British background

Asian/Asian British - Indian

Any other Asian/Asian background

Black/Black British - Caribbean


Mixed/Duel Heritage – White and Asian

Any other White background

Mixed/Duel Heritage – White and African

Mixed/Duel Heritage – White and Caribbean Any Other Mixed/Duel Heritage

White - British White - Irish

Any other Ethnic background

Disability: The Equality Act 2010 covers disability as a protected characteristic. A person is disabled if they have a physical or mental impairment which has a substantial and long term adverse effect on their ability to carry out normal day to day activities.

Do you consider yourself to have a disability? Yes No

If you have ticked yes, please indicate the type of impairment which applies to you ( if more than one apply tick relevant boxes)

Blind/Visual Impairment Deaf/Auditory Impairment

Physical Impairment or Mobility Issues

General Learning Disability(e.g. Down’s


Specific Learning Disability (e.g. dyslexia)

Mental Health Condition (e.g. depression)

Other type of Disability(please specify)

Confidentiality and Data Protection

The University of Salford complies with the Data Protection Act 1998. The information you provide will be treated in confidence and will be used for limited purposes in line with your rights under the Act.

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Appendix H

Post Mediation Evaluation

Your immediate and honest feedback is very important as it will tell us how you have found the mediation process and therefore help us to know what we are doing well and where we need to improve.

Your name Your department/school Date of mediation

For each of the following questions, please tick the appropriate box and make any further comments as required. If you tick the ‘other’ box, please give details.


Were you happy with the way that mediation was set up/administered?

Your comments


Did you enter the process voluntarily?

Yes No

Yes No Other

Your comments


What outcome did you reach in the mediation?

A full agreement in writing

Your comments


Did you sign the agreement voluntarily?

Your comments


Overall, how satisfied are you with the outcome of the mediation?

Very satisfied

Your comments


Did the mediators act in the following ways?

Was impartial Was non-blaming Helped us to identify & evaluate a variety of options

Yes No Yes No Yes No

Your comments about the mediators

A partial agreement in writing


Quite satisfied

A verbal agreement

Listened carefully





No agreement at all

Quite dissatisfied

Remained calm

Very dissatisfied

Acted other professionally

Yes No Yes No

Mediation Guide 2012 Page 28

Appendix I

List of Internal Mediators who may also act as sponsors

Name Contact number

Email Department/School

Rachel Challinor

Liz Coldridge

52833 r.j.challinor@salford.ac.uk

Student Life

52484 l.coldridge@salford.ac.uk

53592 m.mahmoudzadeh@salford.ac.uk

School of Nursing, Midwifery

& Social Work

Human Resources Mohammed


Vee Howard-Jones 50719 v.s.howardjones@salford.ac.uk

Chris Parker 56419 c.parker1@salford.ac.uk

School of Nursing, Midwifery

& Social Work

School of Health Sciences

Aaron Pile

Cynthia Pine


52292 a.pile@salford.ac.uk



Student Life

College of Health and Social


52625 j.rangasamy@salford.ac.uk

School of Art & Design Jacques


Polly Roberts

Helen Scholar


52404 p.roberts@salford.ac.uk


Information Learning Services

School of Nursing, Midwifery

& Social Work



Rosie Qureshi 52261 r.qureshi@salford.ac.uk

Governance Services

Please note: if one of the mediators acts as your sponsor they will not be mediating your case.

The Mediation Coordinator will assign mediators for your case.

For all enquires please contact the mediation coordinator (As above)

Mediation Guide 2012 Page 29