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mediation versus facilitation
People involved in workplace conflict are often so emotionally affected or fixed in their position that they just don’t see that it is possible for them to resolve their differences with the other person -
And despite the best attempts of managers and internal HR professionals to try and help people resolve their workplace differences, they are often unsuccessful for a range of reasons.
This can include a perceived or actual bias against one of the parties, they have their own agenda or they lack understanding about how to get people to think about a future that does not continue the past.
An independent trained mediator/facilitator with no bias against any party, and with no self-
That’s where we can come in.
Our interest is simply in helping people find and agree the terms under which they can work together cooperatively, effectively and safely.
For more information please contact: “safepeople” 0421 614 959 or send an inquiry via ‘Contact us’
A facilitated discussion is different to a mediation.
While the process is similar, a facilitation is not subject to the same confidentiality provisions.
A facilitated discussion is simply a process where the ‘facilitator’ leads and controls the manner in which the discussion takes place to ensure that it remains focused, respectful and addresses the resolution objectives.
A facilitated discussion will normally include the preparation of a written agreement which sets out the terms or conditions that may have been agreed between the parties.
The terms of any resulting agreement are normally disclosed to the employer in full and the employer normally monitors whether the parties are adhering to the terms of the agreement.
If the facilitated discussion takes place under an organisation’s performance management or disciplinary processes, then the employer will normally be able to take action for any non-
A mediation is an entirely confidential process.
What is said in the room stays in the room.
What is agreed between the parties is what they agree.
The employer only gets to know about the terms of the agreement if all of the parties to the mediation agree to the details being released.
If they don’t agree, then the terms are not able to be disclosed to any other person.
A workplace mediation agreement is not industrially or legally binding on any party.
If any of the parties fail to comply with the terms of the agreement, then that in itself will not be grounds for a disciplinary action.
If a mediation agreement fails for some reason, then the employer will need to follow the appropriate industrial processes for dealing with the situation.
mediation and facilitation
helping people find a way forward that helps to put aside the past!