Last updated 7 January, 2022

Rowan Mediation

Head of Mediation: Rachel Weiss

What is Mediation?

Mediation is a structured process whereby an impartial party facilitates communication between those in dispute. The main purpose of mediation is for the participants to understand each other better and come up with mutually acceptable solutions that will improve the working relationship in the future.

Rowan offers mediation in Perth which can be carried out from our premises, in-house at your organisation, or online. Please contact us to find out more or arrange an appointment.

Principles of Mediation

'Solution/Agreement' focussed
Mediation is not about going over the past and deciding who was right. It is about finding a way forward to work together more harmoniously in future.
Disputants offer the solution themselves
Mediators do not make suggestions for how you will work together. During mediation you will listen to each other's needs and wishes, and make suggestions for trying to meet your own needs, as well as the other person's. We are looking for win-win, co-operative solutions.
Confidentiality
The content of the mediation sessions is entirely confidential between the mediator and the two participants. This means your mediator will not be available as a witness in future.  They will write up your agreements and a copy will be given to the Sponsor, HR and the Mediation Champion. This is the only feedback that they will receive from your mediator, other than a general indication of whether the process seems to be going well.
Informed Consent
Mediation only works if you both want to come together to find ways to improve your working relationship.
Mediator is impartial
The mediator does not take sides, nor are they there to judge the merits of the case. Their job is to help you both to communicate with each other, so that you can work together better in future.

When is Mediation Appropriate?

Mediation is appropriate at the early stages of a dispute, to prevent conflicts escalating into a formal grievance, disciplinary, or tribunal. Equally though, it can be entered into after a formal grievance or disciplinary, when colleagues need to find a new way to work.

Mediation is most likely to resolve a conflict when the parties:

  • Want a resolution
  • Are able to express themselves
  • Have the authority to implement their agreement

Benefits of Mediation

The 2008 Employment Act and ACAS code recommend mediation for early dispute resolution. Organisations need staff with mediation skills to help prevent disputes escalating. It is more cost-effective to invest in mediation than in expensive grievance, disciplinary procedures or industrial tribunals. Here are just a few of the other benefits of mediation:

  • Reduce staff turnover
  • Less costly than tribunals
  • less acrimonious and time consuming than formal dispute resolutions
  • Improved workplace morale
  • Improved working relationships
"It [Rowan mediation] has reduced conflict between two individuals and has gone some way towards rebuilding relationships, and helped the individuals to take responsibility for their issues, rather than expect the employer to have all the answers/solutions. This has improved the working environment and productivity of the individuals."

Colette Benham, Director of HR and Corporate Services, ACHA

How Mediation Works

The mediation process can be broken down into three stages:

Stage 1 - Individual Meetings with Disputants
The mediator meets with the individuals concerned on their own for about one hour each. This is done either face-to-face in Perth or online via video call. The purpose is to put them at ease and allow them a safe space to explore what they see as the main issue, their feelings, the impact the situation is having on them, their motivation for seeking a solution and what they want from Stage 2.
Stage 2 - Meeting Together and Making Agreement
The mediator then meets with both the individuals together for about 2 hours. The aim of this meeting is for each side to hear the point of view of the other person. We work hard to promote understanding on both sides and to help them realise that it is in the interests of all to come up with a workable solution. We do not dwell on past events, but on behaviour patterns. At the end of this stage each asks the other what they want of them and states what they are prepared to offer. Each individual signs a behaviour agreement.
Stage 3 - Review Progress
The mediator meets with both parties to review progress. This happens 1-4 weeks later, depending on the workplace situation. At this stage the agreement may need to be adjusted.

Examples of suitable issues

Mediation can be used for conflicts about:

  • Working styles, roles or responsibilities
  • Bullying, or abuses of power
  • Discrimination and harassment
  • The management of change
  • Cultural differences

Who are we?

Rowan Consultancy is involved in the support, training and development of people and organisations. We are a team of professional counsellors, trainers and facilitators with experience in a variety of fields including education, management and caring professions.

As well as mediation, Rowan provides:

  • Employee counselling services
  • Criticial Incident Debriefing
  • Counselling for individuals, couples, families and young people
  • Coaching
  • Supervision
  • Team facilitation
  • In-house training workshops

Rowan Consultancy is on the COSCA register of recognised counselling organisations.

Our mediators, Rachel Weiss and Charlie Irvine, are members of the Scottish Mediation Network. We are signatories to the Mediators Green Pledge which commits us to ensuring that we minimise the impact on the environment of every mediation we are involved in

Find out more about mediation

To book a mediation appointment, or to find out more, simply call us on 01738 562005, or use our contact form.



Rowan Consultancy, 4 Kinnoull Street, Perth, PH1 5EN. +44(0)1738 562005