How do I mediate with an aggrieved employee with mental health issues?

Mediation has been increasingly recognised as a valuable practice tool in resolving
interpersonal, organisational conflicts. Although mediation practices have become increasingly commonplace in many human service settings, the value of mediation in mental health settings is only beginning to be recognised. This lack of recognition is in part a result of the negative stereotypes surrounding the capacity of people with mental health issues to engage meaningfully in the mediation process. There is, however, increasing evidence that people with mental health issues are capable of benefiting from mediation and can often discuss and negotiate about aspects of their lives that are unrelated to their specific psychotic thought content. A recent study showed consumers surveyed felt they could adhere to most mediated agreements when their illness was under control and that mediation offered a way of reducing stress through problem prevention (Blanch and Parrish (1994, p.437)). Mediation also offered mental health consumers a sense of empowerment and greater control over their lives, (Clement & Schwebel).

However there are some checks which need to be considered before mediating. The first thing to point out is that mediation is not counselling. Where individuals have mental health issues such as depression it is important to know mediation is not a substitute for long term therapy and can only resolve issues associated with a workplace conflict. It is important to understand the nature of the mental health issue to make an assessment whether mediation is suitable. All individuals, regardless of their mental health, should be treated equally; however there are key questions to ask before moving forward with mediation:

1. Can the individual engage in the mediation process?
If the individual’s condition is affecting their ability to engage or communicate effectively then it may be that mediation is not suitable at this time. Although effective, mediation can be extremely hard for an individual and be emotionally and physically draining.

2. Are they in a position to make decisions about anything?
If the individual is on medication they may not be able to make appropriate decisions, which may result in any agreement having the risk of not working.

3. Is the person’s mental health as a result of the workplace conflict?
In some cases, where individuals are experiencing stress or mental health as a result of the conflict it may benefit the individual to take part, although the above considerations should be adhered to.

Above all, don’t assume-always ASK!