Workshop A: Superintendent Chas Bailey, Metropolitan Police
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Transcript of Workshop A: Superintendent Chas Bailey, Metropolitan Police
Mediation, Equality and Diversity
Superintendent Chas Bailey
Mediation as a diversity tool
Police National Competency Framework -Respect for Race and Diversity
13 elements
Mediation as a diversity tool
• Sees issues from other people's viewpoints• Respects the needs of everyone involved when
sorting out disagreements• Shows understanding and sensitivity to people's
problems and vulnerabilities• Listens to and values other's views and opinions
• Uses language in an appropriate way and is
sensitive to the way it may affect people
• Acknowledges and respects a broad range of social and cultural customs, beliefs and values within the law
• Understands what offends others and adapts own actions accordingly
• Respects and maintains confidentiality, wherever appropriate
• Delivers difficult messages sensitively
Mediation as a diversity tool
• Takes into account other's personal needs and interests
• Challenges inappropriate attitudes, language and behaviour that is abusive, aggressive or discriminatory
• Deals with diversity issues and gives positive practical support to staff who may feel vulnerable
• Supports minority groups both inside and outside their organisation
Mediation as a diversity tool
Mediation as a diversity tool
Diversity outcome of mediation:
Enduring understanding of each other’s views, feelings & needs leading to a behavioural change
Contrast and Compare Fairness at Work Investigations and Mediation
FAW Mediation
Formal written complaint Easy initiation
Investigatory structure Informal approach
Encourages defensiveness Encourages honesty
Documented outcome Confidential
Imposed judgement Parties own the outcome
Protracted Speedy
Building Trust In MPS Mediation
Promoting and Informing
• HR Managers
• Line managers
• Staff Associations
• Fairness at Work Advisors
• Published Policy
• Leaflets/Posters
• Intranet – promote success
Observers
• Staff Associations• Friend (another employee)
• Single session – contribute with permission• Joint session – observe only
• Useful support in timeouts
Building Trust In MPS Mediation
Case Study - staff association
• Low level disagreement
• High stakes – impact on MPS diversity programme
• Final handshake
• Low level disagreement• High stakes – impact on MPS diversity
programme• Final handshake
• Learning point – allow space at close• Learning point – mediators can contribute
significantly to your organisation
Case Study - staff association
Case Study – mental health
• Welfare issues emerged during mediation• Occupational Health referral• Agreements reached but not enduring
• Welfare issues emerged during mediation• Occupational Health referral• Agreements reached but not enduring
• Learning point – is this situation mediatiable?• Learning point – have a process for breaking
confidentiality
Case Study – mental health
Case Study – unwilling participants
• Well meaning manager• Skills of the mediator crucial • Resolution achieved• Departmental learning
• Well meaning manager• Skills of the mediator crucial • Resolution achieved• Departmental learning
• Learning point – cathartic listening for 2nd party
• Learning point – imperfect mediations can work
Case Study – unwilling participants
KEY MESSAGES
Mediation and diversity fit together well
KEY MESSAGES
Mediation and diversity fit together well
Staff associations add value when building trust
KEY MESSAGES
Mediation and diversity fit together well
Staff associations add value when building trust
Achieving ownership of the outcome creates a lasting solution
KEY MESSAGES
Mediation and diversity fit together well
Embrace staff associations as they add value when building trust
Mediation is my tool of choice for dispute resolution (and gives me a real buzz)
Achieving genuine ownership of the outcome creates a lasting solution