Employment Mediation

Effective Resolutions
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Employing people on the autism spectrum

Employment mediation is required when a disruptive conflict occurs in the workplace. Many mediation services are available in the marketplace that are well-qualified to assist in most workplace conflicts. The exception is when at least one neurodivergent employee is involved in the conflict. In these situations, we can help you.

Neurodiverse Mediation

We are adept at identifying the various contributors to a conflict and the root causes. In addition, we are experts in the challenges neurodivergent employees face in the workplace and employers’ challenges in understanding neurodivergent employees.

Both conflict resolution skills and knowledge of neurodiversity are required to effectively address disruptive conflicts involving at least one neurodivergent individual.

There are three types of mediation: evaluative, facilitative, and transformative. The differentiation among the three types is determined by who controls and manages the mediation process and its outcome.

Mediation Types

Process
Control
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Mediator

Outcome Control:

Mediator

Process
Control
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Mediator

Outcome Control:

Parties in the conflict

Process
Control
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Parties in the conflict

Outcome Control:

Parties in the conflict

At Orbital Learning, we use Evaluative Mediation because it is most effective when:

  • The parties are unsure of their position, which is often the case when they are of different neurotypes (i.e. neurodivergent and neurotypical)
  • The parties need a third party to evaluate the situation and offer suggestions, which requires a mediator who is deeply knowledgeable about neurodiversity
  • One or all parties are unable to voice their needs and interests effectively, which is often the case with neurodivergent employees.
  • Consideration is to be given to the strengths and weaknesses of all parties, which is a universally accepted neuroinclusion practice
  • The parties need a neutral evaluation, which requires a qualified third party with no vested favouritism in either party. Unfortunately, those who are not profoundly knowledgeable in neurodiversity run the risk of favouring a neurotypical bias, which leads to the neurodivergent employee feeling, once again, misunderstood, unfairly judged, and found wanting. The result can be significant mental health issues.

To engage our mediation services, we request:

The decision-makers are invested in the outcome.

All parties are willingly engaged in the process.

All parties will treat the other parties with respect.

All parties are willing to consider suggested adjustments identified in the outcomes.

Orbital Learning will also partner with other mediation services.

Contact us here to learn more