Conversation Counseling or Mediation? In this regard, what is the role of the

Confidential Advisor?

In the pursuit of a safe and respectful work environment, clients also often ask us for help in guiding conversations. But what is the difference with Mediation? And what role does the confidant have in this? Within our team at Partners in Vertrouwen, we have not only experienced confidants, but also conversation facilitators and mediators. What are the differences between these roles in dealing with sexual harassment?

Conversation Counseling versus Mediation

It may be that a conversation between the person who has experienced undesirable behavior and the perpetrator of it, whether in the presence of a confidant and/or supervisor or not, may well take place without conversation supervision. However, it may also be the case that one actually has difficulty communicating effectively or is afraid of “clamming up” during the conversation. If so, conversation coaching is a good tool to employ. Conversation coaching is primarily aimed at facilitating dialogue and improving mutual communication. It is particularly effective in situations where misunderstandings or communication problems underlie the conflict. Because the conversation facilitator is neutral, he or she can have a more active and guiding role to ensure that both conversation partners can tell their stories and thus together come to a solution where the undesirable behavior stops and everyone involved returns to work pleasantly and safely.

Mediation, on the other hand, seeks a concrete solution to a conflict with conflicting interests, where a neutral third party (the mediator) helps explore interests and negotiate an agreement. This usually takes place at a later stage.

“We hear from clients that they find counseling during a difficult conflict over sexual harassment very useful because it allowed the parties to reach a good conversation after all.”

When to choose Conversation Counseling or Mediation?

The choice between conversational counseling and mediation depends greatly on the nature and escalation of the conflict. In general, we can say that conversational counseling is preferred when parties are open to dialogue but struggle with effective communication. Mediation is more appropriate for more escalated conflicts where a formal resolution is necessary.

The Unique Role of the Confidential Advisor

A confidential advisor provides a listening ear and support to employees who are dealing with undesirable behavior. An important aspect of this role is strict confidentiality. The confidant can work with the employee to see what steps they might take. Starting the conversation yourself is preferable in many cases, and the confidant can help prepare for this conversation. If the employee desires additional support, the confidant may be present at the interview, but the confidant never conducts the interview for the employee.

In fact, the confidant is biased and supports whoever comes to him or her first. This therefore means that if the person with whom the employee has a problem would also like to speak to a confidant, they will be referred to another confidant. For the same reason, the confidant cannot also be the conversation facilitator or mediator.

Preventive Measures

Prevention is better than cure; therefore, it is extremely important to institute preventive measures. Appointing an accessible trustee and clearly communicating the various roles and process are essential.

It is a good step to additionally develop a code of conduct in collaboration with employees to promote desired behavior and address undesired behavior. Training and clear communication about the roles of confidants, interviewers and mediators contribute to a safer work environment.

By keeping the roles of confidants, interviewers and mediators separate and by using preventive measures, organizations can more effectively address transgressive behavior in the workplace. This creates a safer and more inclusive work environment where everyone feels respected.