Office of the Mediator at the ILO

Workplace mediation is informal, confidential, neural/impartial (not taking sides) and independent. It includes a menu of services to help people resolve relational issues in the most efficient and collaborative way possible.

It may also help in the initial stages of a relational problem-solving effort, when people are confused about where to go or what to do, and the Mediator will help them analyze the options to make a well informed decision with no unnecessary exposure.

Gabriela Ourivio Assmar, ILO mediator

ourivioassmar@ilo.org

Mediation pioneer in Brazil, with 30 years of experience in different areas such as corporate, family, criminal and community conflicts, with the Court System and in private practice.

Learn more

- 2023 Report of the ILO Mediator

Mediation principles

The Mediator shall maintain strict confidentiality concerning matters brought to its attention and take every reasonable step to safeguard that confidentiality. The organization that established the Mediator function shall provide tools and resources to safeguard the security of confidential information.

The identity of Visitors, as well as communications and information specifically relating to them, is confidential information.

The Mediator takes specific action related to a Visitor's issue only with the Visitor's express permission and only to the extent permitted, and even then, at the sole discretion of the Mediator, unless such action can be taken in a way that safeguards the identity of the Visitor.

No recordings are permitted while using Mediator services. The Mediator does not disclose confidential information except with the express permission of the concerned Visitor and insofar as it relates to that Visitor. Visitors shall also respect confidentiality while receiving Mediator services. The privilege of confidentiality belongs only to the Mediator, and others cannot waive that privilege. The Mediator may disclose confidential information if the Mediator determines that the failure to do so could result in imminent risk of serious harm to the Visitor or a third party.

The Mediator cannot be compelled to testify or participate in any formal processes regarding matters raised by Visitors. All notes of the Mediator related to Visitors enjoy absolute privilege from any formal processes and cannot be requested by tribunals, investigation offices, and the like.

The Mediator may provide non-confidential information about the Mediator function and its work in any appropriate forum. The Mediator shares data, systemic observations, or reports in a manner that does not disclose confidential information.
The Mediator is an informal and off-the-record resource. The Mediator facilitates communication, dialogue, and collaborative problem solving and helps identify a range of options to surface or resolve workplace related issues or concerns.

The Mediator does not make administrative or policy decisions but may provide input and contribute thereto. The Mediator does not adjudicate issues, participate in disciplinary processes, conduct formal investigations for the organization, or participate in any other formal or legal process.

Use of the services of the Mediator is voluntary. The Mediator will support their respective organizations in adopting policies and regulations to incentivize informal resolution including as a first step where feasible prior to filing a formal complaint.

The Mediator is not an agent of the organization authorized to receive notice of claims, complaints, or grievances against the organization or individuals. The Mediator may refer individuals to appropriate places where formal notice of claims can be given.

The Mediator neither creates nor keeps any records for the organization or individuals containing confidential information. The Mediator has a consistent practice for the timely destruction of confidential information.
The Mediator has no personal interest in, and incurs no gain or loss from, the outcome of a matter. The Mediator declines involvement when the Mediator determines that they may have an actual or perceived conflict of interest.

A conflict of interest occurs when a Mediator’s personal interests interfere with the performance of their official duties and responsibilities or with the integrity, independence, and impartiality required by the Mediator. Any conflict of interest must be disclosed to the Visitor.

The Mediator fairly and objectively considers issues brought to its attention and promotes equitably administered processes but do not advocate on behalf of any party.

What you can expect from the Office of the Mediator

Conflict is a natural and inevitable part of any workplace, especially within a diverse environment like the ILO. Differences in perspectives, cultures, behaviours, or communication styles can lead to misunderstandings or disputes. Effectively managing these situations requires understanding the nuances of conflict and developing the skills to address it constructively. When dialogue is not happening or is not effective, seeking support or intervention from a third party is essential.

The mediator helps the parties to identify their interests, and alternatives to a negotiated agreement, and the options and elements of an agreement. In mediation, the parties themselves design their own solution (Self-determination). The process is needs-based, ways to approach mediation will vary accordingly.

Mediator's role is to provide guidance and support. The Mediator can assist you in gaining new perspectives, exploring your options, and facilitating difficult conversations. Reaching out to the Office of the Mediator is always a safe, confidential and amicable option at any stage of a conflict and it doesn’t exclude other options. Therefore, there is no risk in trying it and there is a great probability that any further step will be better informed, understood and, thus, more effective and less damaging.

Contact

mediator@ilo.org
ILO headquarters - Route des Morillons 4, 1211 Genève (office R2.151)