Where alleged harassment is the basis of a dispute, mediation involves a third party acting as a facilitator in direct communication between the two disputants.
Where systemic discrimination or a failure to accommodate is alleged, the parties to mediation may include the individual disputing the policy, practice or procedure, as well as a person(s) with supervisory responsibilities in the matter.
Mediation is voluntary, and will only be used when all parties to a complaint agree.
Mediation can be a practical way to help all sides to a complaint understand the other party’s or parties’ position and allows all parties to be involved directly in the process.
Mediation is not a fact-finding process, nor will the mediator make any decision about the resolution of a complaint.
Any settlement or resolution must be mutually accepted by the parties to the mediation and approved by the Office of Diversity and Human Rights and by those persons with supervisory responsibilities who bear responsibility for implementing or monitoring the terms of the agreement.
The Office of Diversity and Human Rights will keep a record of the resolution and shall monitor the implementation of any settlement or resolution reached and shall ensure that those involved with the matter are kept fully informed.