CIVIL MEDIATION COUNCIL


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SESSION SUMMARIES The highs and lows of working as an in-house mediator


Rob Alcock, Head of Training, BBC Academy, BBC


Balancing a busy ‘day job’ with the demands of mediating in an organisation can be challenging. In this session Rob explores the organisational context, his reasons for wanting to be a mediator, the difficulties and the many benefits that come with being part of an internal mediation network. Although finding the right balance is never easy, he contemplates whether this is his real calling and the day job is merely a distraction!


Understanding the barriers faced when implementing mediation


Pete Hodgson, Head of Employee Relations, Tesco Stores Limited


Drawing on his previous experience in a large telecoms employer, Pete will give us a warts-and-all look at the challenges, disappointments and successes which accompanied his drive to introduce mediation into its dispute resolution procedures. Considering issues of suitability, budgets and “active resisters”, Pete speaks as manager, not mediator, on dispelling the sceptics’ doubts.


How I saw the light: moving from sceptic to convert.


Karl Cockerill, Health & Wellbeing Practitioner and Mediation Coordinator, ELHT NHS Trust


The relationship between union engagement and robust mediation in the NHS: experience tells us that unions can be wary of alternate resolution techniques, since they are only familiar with adversarial processes. However, once engaged, unions can play a pivotal role in improving the wellbeing of their members through mediation. What is good for the workforce is good for the employer, in terms of improved attendance and strong staff engagement.


Unsuccessful mediations - turning refusal or failure to your advantage


David Whincup, Partner, Head of Employment, London, Squire Patton Boggs (UK) LLP


Too often mediation is seen solely as an alternative to a formal grievance process, where in fact it can be at least as effective where made an express part of them. David will discuss how the tactical deployment of mediation can help employers cut through protracted grievance processes and place themselves in the best position to take action against employees where it unfortunately proves necessary. He will cover whether employees’ or managers’ refusals to participate can or should be held against them and what benefits the employer can gain from ordinary contract terms and unfair dismissal principles even if the mediation itself fails to secure an agreement.


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