2024 Programme

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Opening Keynote:
What is the impact of workplace conflict – and what can we do to fix it?
- Kate Nowicki, Director of Dispute Resolution, Acas

Workplace disputes cost British Businesses nearly £30bn a year and impacts over one-third of the workforce. That’s £2.8 billion cost to the British economy of sickness caused by workplace conflict; £10.5 billion cost to businesses of dismissals caused by conflict; and nearly £12 billion cost to businesses for people resigning due to workplace conflict. There must be more we can do to improve the economic outlook and help GB plc to grow.

Kate will set out the business case to illustrate that early, less formal procedures work – they are effective in resolving disputes, cost less in time and resources, and can more quickly rebuild workplace trust and engagement. The phrase ‘nip problems in the bud’ sounds simple, but evidence suggests that line managers lack the necessary skills and confidence to avoid many conflicts from escalating into disputes positions.

Kate will provide evidence on the discipline and grievance process; and she will set out the case for mediation. She will illustrate how we can relearn how to ‘disagree well’. This is an unmissable session for anybody who works in HR, Industrial Relations, mediation or runs a small business.

Redefining Resolution – introducing a radical new approach for managing grievance and discipline at work. - David Liddle - CEO and Founder of The TCM Group

In his keynote, David will explain why the traditional policies and codes for managing grievance and discipline don't work and are intrinsically damaging. In contrast, he will set out the many applications and benefits of his progressive and multi award-winning Resolution Framework™.

Drawing from case studies such as the BBC, Next PLC, Burberry, TSB Bank, The Financial Ombudsman Service, Numerous NHS Trusts and The University of Bath, David will set the Resolution Framework into the context of a rapidly changing HR, legal and leadership context.

David coined the term Integrated People Policy (IPP) to describe the Resolution Framework. It provides a legally compliant system for delivering a modern form of transformative justice. It is designed to handle serious and complex cases including misconduct, bullying, discrimination, harassment and fraud as well as employee conflicts and managerial concerns.

Participants will also be offered a free open-source copy of the Resolution Framework.

‍The lost art of negotiation - how to get it right in a crisis -
‍Nicky Perfect, Hostage Negotiator

Nicky will talk about what negotiating in hostage situations has taught her about communication techniques to dial down a conflict situation. She will provide real life stories which illustrate the importance of Perspective; Trust and Listening, especially when emotions are running high. And what the lessons learnt can be for anybody dealing with workplace conflict.

Refreshments & Networking 

‍Conflict 2.0: Addressing the skills gap beyond mediation -
Alexandra Efthymiades, Director and Co-founder, Consensio

In recent years, the informal management of workplace conflict has advanced. This is due to a greater understanding of conflict, enhanced organisational processes, and the increased use of specialist support, such as mediation. Yet, employees are just as likely to end up in destructive conflict as ever, perhaps even more so. Making further progress in this business-critical field requires an upgrade in organisational thinking, including sharing conflict management skills more widely across the organisation. This interactive session will explore some of the key skills that everyone can develop to help build stronger working relationships.

Disagreeing Well: Why is it so hard and how we fix it?
Mia Forbes Pirie, Mediator, Facilitator, and Coach

Mia will talk about the current crisis of polarisation. Why it exists and provides some tools to fix it.

‍Lunch & Networking

‍Getting engaged at work -
‍Caroline Sheridan - CEO & Mediator at Sheridan Worldwide,
David Whincup - Partner and Employment Lawyer at Squire Patton Boggs

You have bought into the principles of mediation in the workplace but are faced with employees brought up with traditional adversarial dispute resolution procedures and reluctant to try anything different. What can you say to persuade them to engage with the process? What leverage do you have, what assurances can you give, how far can you insist on their trying mediation as a first resort?

‍Psychological safety in the workplace and how to create safe spaces -
Penny Newton-Hurley, Founder of CommPassion

The term 'Psychological Safety' has been creeping into the workplace over the last few years, but what does it really mean? How can we tell if our organisation is psychologically safe, and how can we start ensuring it is? In her talk, Penny will be highlighting the wide-ranging benefits of Psychological Safety and the unsafe barriers that lead to conflict and low productivity. She will introduce the key competencies that leaders and individuals need for creating a psychologically safe culture and empowering colleagues to offer their full contribution. Penny will be covering:

• The concept of Psychological Safety

• The key barriers and sometimes disastrous consequences

• The benefits to individuals and to the organisation

• The relationship between Psychological Safety and mediation

• How to measure Psychological Safety in teams

• Strategies and tools for creating safe spaces and a psychologically safe culture

Mediating sexual harassment and mental health absence issues at work - a useful tool or asking for trouble? -
‍David A Evans, Mediator, IPOS Mediation
Liz Rivers, Mediator, IPOS Mediation

Dealing with sexual harassment at work is a hot potato for employers - even more so since the new obligation on employers to protect staff has come into effect. Dealing with cases where employees go off sick with stress can also be challenging for employers.  

Used inappropriately, HR risk being accused of sweeping things under the carpet if they suggest mediation. On the other hand, used well, mediation has the ability to empower complainants, encourage honest reflection and leave both employees and the organisation in a better place.

In this session you will hear concrete examples of the effective use of mediation for some mental health absence cases, and sexual harassment, plus red flags to watch out for of when NOT to use it.

Refreshments & Networking

‍Making the case for mediation  
Joanna Nunn, Assistant Chief Conciliator, Acas

When facilitating mediation, it is essential that the parties involved areparticipating willingly and have bought into the process. Setting the right tone from the beginning can be crucial to a positive outcome.

So, from organisational perspective how do you make the case to employees to engagewith mediation?  

Acas Collective Dispute Manager, Joanna Nunn, will examine this often-overlooked part of the mediation process – how to have that conversation with colleagues, practical considerations and most fundamentally, making the case for mediation. 

The Engagement Toolkit: Concepts, Tools and Creative Techniques to Boost Employee Morale and a Amplify Team Progress
Kheron Gilpin, Tutu Foundation UK

Inspired by the Tutu Foundation UK's Ubuntu Round Table Project, this keynote explores transformative activities and philosophies that have successfully bridged the gap between disadvantaged communities and the Metropolitan Police across ten London boroughs. By fostering dialogue, building mutual respect, and promoting empathy, these engagements have paved the way for meaningful connections and positive change, rooted in the spirit of Ubuntu – "I am because you are." Through creative collaboration and shared understanding, this approach has addressed critical social divides and strengthened communities!

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