Book Review - The Definitive Guide to Workplace Mediation by Clive Lewis

Clive Lewis is the CEO of Globis Ltd, a specialist* National Cash Register Corporation reported a
provider in workplace mediation and diversityreduction in outside litigation expenses of 50% and a
management. As a mediator and former HR directordrop in its number of pending law suits from 263 to 28
he is well placed to write this book and does so clearlyfollowing the systematic use of alternative dispute
and persuasively, if not always elegantly.resolution.
The 155-page book follows the classic salesman's* The US Air Force reported that by taking a
methodology: it establishes the need for mediation,collaborative approach to conflict management in a
qualifies interest, talks up the the benefits, then closesconstruction project, it completed the project 144 days
with a pitch for Globis as an external providerahead of schedule and $12m under budget.
consultant.The book includes a useful trot through the history of
As a piece of marketing it is an astute and timelyconflict resolution starting with Mary Parker Follett,
offering, but that's not to suggest its content isthrough Carl Rogers and into Edward de Bono.
compromised. The book's underlying point deserves toFavourites such as Bernard Mayer and Ken Cloke
be taken seriously: "My conviction," Lewis writes, "isalso feature.
that conflict management currently represents theHaving done a great job identifying the problems in
biggest unrecognized opportunity for cost reduction inworkplace and the benefits of mediation as a solution,
today's workplace."the reader is left unclear as to whether Lewis really
He makes the case with reference to an impressivebelieves the notion of employees as mediators (internal
array of statistics:mediators) is a realistic proposition, or a potential
"Sickness absence costs UK businesses in excess ofsource of business. Warnings such as, "If a mediator
£12bn each year. Work-related stress accountsbelieves that they have uncovered something which is
for over a third of all new incidents of ill-health. The CBIa matter for the police, they should consider whether
states that each case of stress-related ill health leadsthe mediation should be stopped. The mediator might
to an average of 30.9 working days being lost.double check understanding, consult with Globis or the
Collectively over 13 million days are lost to stress,appointed mediation provider or withdraw from
anxiety and depression annually."mediation without breaking confidentiality."
Quoting Ralph Hasson and Karl Slaikeu fromThis perhaps suggests mediation might be best left to
Controlling the Costs of Conflict, Lewis reveals:the professionals. Despite reservations, Lewis
* In the first year of comparison, Brown & Rootrecommends that organisations with over 1,000
reported an 80% reduction in outside litigationemployees should have a minimum of four employed
expenses by introducing a systematic approach tomediators with an additional mediator for each block of
collaboration and conflict resolution regarding1,000 employees over 4,000. He concludes "ideally it is
employment issues.best to be able to draw upon a resource of both
* Motorola Corporation reported a reduction in outsideinternal and external mediators."
litigation expenses of up to 75% per year over sixIn summary, the book will prove a useful resource to
years by using a systematic approach to conflictthe ER and HR departments grappling with new
management in its legal department and including alegislation from April 09. It's fresh, succinct and very
mediation clause in its contracts with suppliers.much written for the post-Lehmann Brothers world.