Mediation
We provide mediation for any dispute touching on labour, employment or human rights, interpersonal disputes, and group conflict.
We are particularly skilled at mediations involving interpersonal conflict in the workplace, no matter how complex, whether it’s between two people, or within an entire department or group.
At Strategic Workplace, we have a wide breadth of knowledge, and a keen understanding of how to unpack conflict in the workplace, and have a wide variety of options for tools to apply to help resolve that conflict.
We empower participants to find resolution solutions that make the most sense for them, which makes for enduring outcomes. Our goal is to bring peace to the workplace and to help improve the quality of people’s lives by helping them to resolve toxic conflict.
Workplace Assessments and Transformations (Restorations)
We have extensive experience conducting workplace assessments in workplaces and/or departments of varying sizes. Our compassionate and unbiased approach to assessments allows for the collection of reliable data and information.
We approach these large datasets from both a macro and micro perspective, identifying issues with accuracy, and with the experience and knowledge to make effective recommendations for resolving the issues. As part of the assessment, we provide clients with a concise but detailed report that is user-friendly, and designed to support clear and immediate implementation. We have tools to build consensus on ways to move forward and to build on that consensus to lay the groundwork for exponential growth and change.
We also provide support for the implementation report recommendations to effect workplace transformation, and provide the necessary follow-up to ensure the process is as effective as possible. This can include large group mediations and processes, as well as a wide variety of other approaches and tools to help groups move forward on a solid and positive footing.
Post-Investigation Remediation Coaching
What is Post-Investigation Remediation Coaching? In cases where a workplace investigation has taken place and findings are made against a respondent, the respondent sometimes remains in the workplace. In this scenario, workplaces often rightly want to take steps or remediation efforts to prevent a repeat of the behaviour in the workplace.
We respond to this need by working with these employees in the post-investigation phase, to conduct a very effective combination of substantive training, self-reflection, and coaching so that the respondent can reintegrate back into the workplace with a much higher chance that the behaviour won’t be repeated, as a result of reaching insight, which provides for much more enduring and genuine change.
The foundation of this work is based in restorative and transformative justice principles, undertaken with compassion and empathy, and is always trauma-informed. If appropriate in the circumstances, this may be followed by a facilitated discussion/mediation between the complainant and respondent to allow a respondent to take accountability for their behaviour, and potentially effect relationship repair.
Training
We provide effective training and teaching. We incorporate adult learning principles, styles, and neurodivergent needs in the delivery of training sessions to ensure the training is effective and engaging for all participants.
Training is available for groups or one-on-one on a variety of topics including:
- Trauma-Informed Care
- Anti-Racism/Anti-Oppression
- Disability/Neurodivergence
- Human Rights
- Respectful Workplace Communication
- Workplace Harassment and Discrimination (legislatively required training for all workplaces)
Training is tailored specifically for each client, to ensure it meets the client’s needs.
LAND ACKNOWLEDGEMENT
I would like to acknowledge that the majority of my work takes place on the traditional territories of the Haudenosaunee, Anishinanaabe, Mississaugas of the Credit First Nation, Mississauga and the Huron-Wendat, subject to Treaty 13 and 1805, with the languages of Mississauga/Eastern Anishinaabe (Ojibwa) and Anishinaabe traditionally spoken on these lands. I would also like to recognize that a land acknowledgement is only a first step in the process of reconciliation, not an end point. I encourage all settlers to take the free Indigenous History course offered through the University of Alberta as a next step.
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