Mediating with Diversity

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Disputes are a normal part of life. This is true across all sectors, and in organisations, workplaces and governance groups such as Boards and committees.

With growing recognition of the benefits of diversity, organisations are making efforts to increase diversity at all levels.  This means bringing in culturally diverse individuals, people of colour, First Nations people, and people who identify as LGBTIQ+, with disability, and gender diversity.  

Within the structures of organisations and workplaces, people from marginalised or minority groups can often feel vulnerable or at a disadvantage when problems arise.  

This may relate to a distrust of power and authority, unfamiliarity with grievance processes and systems, job insecurity, precarious employment, previous bad experiences, inter-generational trauma, or the risk of vilification or other negative consequences. 

This can be particularly true for individuals with intersecting characteristics who experience multiple forms of discrimination and oppression.

These are barriers to resolving conflict.

Mediation is powerful facilitated dispute resolution process that can overcome many of these barriers.  

Mediation works to address disputes early, foster respectful and productive relationships, and promote inclusion.