ABOUT SUSIE
Susie is a London based accredited mediator. She is a faculty member of the London School of Mediation, specialising in workplace and employment disputes.
Prior to starting her own consultancy, she worked as an HR Business Partner and has held several generalist HR positions across a variety of sectors including media, consultancy, financial services and not for profit organisations. Susie is a Chartered MCIPD with a Post Graduate diploma in Human Resource Management.
In her various roles, Susie provided training to managers on topics such as Absence Management, Disciplinary and Grievance Procedures, Managing Difficult Conversations and Communicating Effectively.
Susie's experience in HR means that she approaches her role as mediator with empathy and compassion. Her aim is to ensure that all participants are treated fairly, with dignity and with respect. As an impartial mediator, Susie is able to facilitate meaningful dialogue between individuals and organisations and empower both sides to find a way forward in a calm and safe environment.
MEDIATION
What is mediation?
“Mediation is a voluntary process led by an impartial third party that organisations can use to resolve conflict. Conflict can occur in any employment relationship and is best dealt with early at source. If left unchecked, it can fester and escalate, potentially leading to grievance and discipline procedures or employment tribunals. Mediation, a form of alternative dispute resolution, avoids these more formal and costlier routes by guiding participants towards reaching mutual acceptable solutions”.
What is workplace mediation vs employment mediation?
Employment Mediation takes place when an individual has left employment. In this scenario, lawyers are usually present at the mediation.
Workplace Disputes
Susie has experience mediating the following types of disputes:
· Diffusing issues between colleagues, often between managers and direct reports, where they have very different styles
· Resolving disputes where performance management is perceived by the employee as bullying
· Providing an alternative to using formal disciplinary and grievance procedures
· Rebuilding a working relationship after a disciplinary or grievance procedure has taken place
Successful workplace mediation not only improves productivity and reduces turnover but crucially for businesses, it can avoid costly and time-consuming grievance procedures and employment tribunal litigation.
Employment Disputes
Susie has experience in mediating the following types of disputes:
· Discrimination
· Bullying and harassment
· Unfair dismissal
· Remuneration
· Whistleblowing
Cost sanctions can be imposed by a court if a party refuses to mediate
The advantage of Employment Mediation is twofold: Firstly, mediation can prevent parties from going to court if a settlement is reached, thereby avoiding a lengthy, expensive and stressful process. Secondly, cost sanctions can be imposed by a court if a party refuses to mediate. There have been several court cases where one of the parties has refused an offer to mediate. This has resulted in the court imposing a cost sanction on them, whether they were the winning or losing party.
Does it actually work?
The role of the mediator is to help participants consider joint interests and by working privately with both sides, the mediator will draw out the key issues, play devil’s advocate and reality test various views and ideas.
The key to settling a dispute is to help participants look beyond the issues and instead focus on common ground.
The mediator will ensure that a safe and confidential environment is created to enable participants to explain what is important to them.
Mediation can be arranged quickly and can take place at a convenient location for all participants.