The advantages of mediating a solution Central to the mediation process is the concept that the involved parties, aided by the mediator, seek a solution that is mutually agreeable to both parties. The parties own the process and the solution. Both parties are introduced to new methods of communication and problem solving. Mediation can result in the agreement to refrain from objectionable behavior without being preceeded by an admission of wrongdoing. It allows the employer to take quick and appropriate action.
Mediation is confidential.
The process may prevent an incident from having a long life in the rumor mill, as is often the case during a formal investigation. Participants are frequently more able to commit to a solution which they have formulated rather than one which has been forced on them. While mediation has particular advantages in addressing interpersonal conflicts, employers must be careful not to send mixed signals concerning the status of problems in the workplace. When this happens, it allows supervisors or managers to opt out of addressing the very problem that an employer may want to correct or avoid. ADR is not a substitute for good supervision, but it is important to remember that ADR is an alternative to the regular process of handling a complaint.