This module introduces the concept of mediation. It gives a brief breakdown of the key concepts of mediation, including the process, the mediator and it touches on peer to peer mediation.

1. MODULE
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2. LEARNING OUTCOMES
To help participants get to know each other
To establish a comfortable learning atmosphere
to help the participants agree on the ground rules to
be followed during the course
to assess the participants pre-course knowledge
of conflict and mediation
to enable participants to share their aims and
objectives for participating on the course

3. EIGHT TOPICS
Welcome and opening introduction
Introductions
Establish ground rules
Self Reflection
Expected outcomes from the course
Confidentiality
The concept of mediation & peer to peer mediation an
overview
Concluding reflection
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3
4
5
6
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4. WELCOME AND OPENING
INTRODUCTION

5. GROUND RULES
In order to provide participants with grounding for the
training event it is important to set out guidelines on
what is expected during the training sessions and give
the participants ownership of the process of compiling
and agreeing these rules. This exercise can be
completed through facilitation of a brainstorming
exercise.

6. THE CONCEPT OF MEDIATION & PEER TO
PEER MEDIATION AN OVERVIEW
KNOWLEDGE AND UNDERSTANDING OF THE FOLLOWING SIX AREAS
Mediation
The Mediator
Youth Peer to Peer Mediation
How Peer to Peer Mediation works
Confidentiality
Personal Opinion

7. Mediation… is a without prejudice, voluntary and private dispute resolution process, in
which a neutral person (the mediator) helps the parties to reach a negotiated
agreement. It is also as confidential as the law will allow.“
”-Chartered Institute of Arbitrators, Mediation rules

8. MEDIATION
Mediation is a form of conflict resolution which helps people, involved
in a dispute, to reach an agreement acceptable to both sides. The
parties come together to discuss and attempt to solve their
differences with the aid of a trusted intermediary called a mediator.
Mediation promotes understanding, builds trust, and
strengthens groups & communities fostering resolution
through negotiation rather than confrontation.
Mediation can provide practical, long-term solutions,
it can also improve communication, restore
relationships and build greater understanding
between parties.

9. CONTINUED….
Mediation is a transformative and empowering process based on
the premise of collaboration rather than conflict. The process is
consultative and respectful where nothing happens without
everyone’s input and has the potential to resolve any dispute either
simple or complex in nature between two or more parties.
The decision to mediate is voluntary and a solution focused and
confidential process affording the opportunity to open dialogue
on the details of the dispute, clear up any confusion, find areas
of agreement and working through these areas of agreement to
find consensus ultimately incorporating those areas of
agreement into resolutions.

10. Pre mediation meetings
Problem solving
stage
The joint meeting
The openingThe exchange
THE MEDIATION MODEL

11. THE MEDIATOR
The mediator is an impartial and neutral facilitator
who guides the parties involved through negotiation
and conciliation towards consensus and agreement.
Mediators avoid taking sides, making judgements
or giving guidance. They are simply responsible
for developing effective communications and
building consensus between the parties.
The mediator will use skilled communication
tools to progress constructive engagement
and develop understanding.

12. THE MEDIATOR CONT.
The mediator is a good listener, adaptable to different situations,
open minded and empathetic.
The mediator uses these skills to help the parties involved to
both recognise and articulate their own priorities,
perspectives, concerns, and desires to each other.
The mediator provides a confidential environment
which is a safe place where all parties are comfortable
to encourage the capability to ‘see the wood from the
trees’ and give all involved the best possible
opportunity to resolve their differences.

13. YOUTH PEER TO PEER MEDIATION
WHAT? Youth Peer to Peer mediation is solution focused interaction by youth with youth. It is a
process by which two or more young people involved in a dispute meet in A PRIVATE, SAFE and
CONFIDENTIAL location to work out a solution with the help and support of one of their peers
who is a trained peer to peer youth mediator.
The peer to peer mediation process will facilitate and develop bespoke communication skills
especially developing and embedding new ways of working with one another to address conflict,
accept change, embrace difference, resolve disputes and empower young people to positively
address and solve their own problems.

14. HOW PEER TO PEER MEDIATION
WORKS?
The parties request mediation intervention
The peer mediator communicates with the parties separately
The peer mediator and the parties involved in
the dispute meet jointly in a neutral venue and
agree ground rules for the session/s
An agreement to mediate agreement is signed
with confidentiality pledge
All parties have the opportunity to tell
their story

15. CONTINUED….
Through RECOGNITION of increased UNDERSTANDING
of both points of view
A BRAINSTORMING exercise is conducted to
find a resolution
The resolution is evaluated by all sides
A written agreement acceptable to all sides
is drawn up and the parties agree to abide
by the terms of the agreement.

16. WHY IS IT SO SUCCESSFUL?
Peer mediation is effective because young people are able
to resolve disputes without involving staff or teachers and
therefore reducing resources devoted to this by schools, the
police and local authorities.
It is used to address bullying, violence, racism.
Peer mediation is effective because young people are able
to resolve disputes without involving staff or teachers and
therefore reducing resources devoted to this by schools, the
police and local authorities.

17. CONTINUED….
It aims to reduce conflict and violence in young people’s
lives and promotes a wider social agenda of living in a more
co operative and peaceful society.
http://www.peermediationnetwork.org.uk/

18. CASE STUDYFAILING SCHOOL TO PEACE LEADER
South Leeds High School- result of a merger between a predominantly Asian school and a
predominantly White school in an area which had been the home of one of the 7/7 bombers.
The 2005 terrorist attack had left the community polarised and as result there was an increase in
violence and racism..
A Peer Leadership model had been introduced in the school

19. PEER LEADERSHIP MODEL
Over 3 years, the Foundation for Peace worked with 198 pupils
and trained staff and wider support agencies.
Training included- prejudice and discrimination, identity, and
exploring alternative approaches to managing conflict that
arose in schools.
Peer leaders were instrumental in leading focus
groups exploring issues of racism and conflict within
the school; supporting their peers in cohesion
projects; mediating between peers and delivering
education sessions exploring those issues
threatened to cause negative conflict in their school.

20. CONTINUED….
In addition, projects were introduced in feeder primary schools to
promote the values and attitudes that the school wished to promote
to younger pupils preparing to start school.
Pupil led events included pupil take over days
promoting anti racism and community cohesion. This
enabled the school to increase their capacity and
responses to external and internal threats to cohesion,
ensuring responses to those threats were consistent
and impactful.

21. CONTINUED….
A follow up evaluation with the school found that ‘alternative dispute
resolution’ techniques including mediation had been incorporate into
school policy and were being practiced by staff and delivered by
young people when conflict occurred.
This was enabling disputants to find meaningful and
effective solutions to their conflicts and therefore
impacting positively on levels of cohesion within
schools.

22. CONFIDENTIALITY
All aspects of the mediation process are private and
confidential and must remain so in all areas i.e.
practice, procedure and outcome.
The fact that a mediation event is happening
should be known only to the parties involved and
to the mediator.

23. CONTINUED...
All participants are obliged to keep confidential everything that
transpires during the mediation process and any resulting
mediation agreement is also confidential. This clear rule relating
to the privacy of the mediation process applies not only to verbal
negotiation/discussion and written agreements but also actions
e.g. body language which could make others, not involved in the
process, aware of a possible mediation process in operation or
having taken place.
To be clear all matters discussed in mediation
sessions must be treated as confidential. The only
exception to this rule is with regard to life threatening
or illegal issues..

24. PERSONAL OPINION
It is not the function of the peer mediator to offer advice or to make
judgements.
The mediator will remain impartial throughout the process. This
impartiality is the stable foundation that parties in conflict can
build their resolution on. While the mediator focuses on fair
process he/she should have no view or interest in the outcome
other than the parties reaching agreement. This agreement
must come from the parties themselves.
The use of skilled questioning techniques will assist
the mediator to establish the facts, discover tensions
and emotionally charged feelings and to hear the
parties own account of the conflict.

25. CONTINUED
Through the use of open questions, the mediator can
assist the parties to find their own common ground
and solutions. By answering an open question, the
parties can articulate their grievance and feelings for
possibly the first time.
Closed questions can narrow the focus of the
grievance.
By using leading questions, the process can be
moved on in a positive direction, however there is
a serious danger of the mediator inadvertently
introducing personal opinion. .
Probing questions will delve into the issues to a greater
degree and can unearth important information.
The mediators’ personal opinion is irrelevant and
unhelpful and awareness of this pit-fall is important.
Thoughtful, planned questioning facilitates the
mediation process by letting the parties tell their
stories. It also reduces the risk of the mediator
offering personal opinion. The result should be a fair
process where all parties feel listened to and have
had the opportunity to outline their position without
being prompted, influenced or side-tracked by the
mediators’ personal views.

26. RECAP
What did we learn today?
Was the learning e.g. relevant, important, useful?
Now What? I.e. how does what we have learned
today fit with our expectations of the course, does
it affect our understanding of the subject?