Experiencing mediation from the disputants’ perspective

There is growing evidence in the UK that organizations and individuals are increasingly turning to mediation as a means of conflict resolution in the workplace. Research suggests, in particular, that mediation can often help to resolve issues that would otherwise escalate into lengthy and costly disputes (Latreille 2011; Latreille et al. 2012; Saundry 2012). Studies also reveal that the use of mediation in an organization can have a positive impact on conflict handling abilities and also the overall employment relations climate (Bennett 2014; Saundry and Wibberley 2014). Furthermore, in the context of the individualization of the employment relationship and the erosion of representative structures (see Chap. 7), it has been argued that mediation offers a degree of equality for the employee that is largely absent in other dispute resolution processes