Civil Mediation Council
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The Civil Mediation Council is the recognised authority in the country for all matters related to civil, commercial, workplace and other non-family mediation.

This site is intended to assist members access professional information and visitors to learn about mediation, the CMC, and how to join.

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ALL Mediation Conference, 23rd May 2018, London

The CMC is pleased to be partnering with professional conference organiser, Iconic Media Solutions, to organise the All Mediation Conference for 2018. Together we have opened up the conference to all fields of mediation in the UK, all mediators, all members of mediation organisations, as well as to government and the public.

The All Mediation Conference will take place on 23 May 2018 at London's prestigious Queen Elizabeth II Centre in Westminster and feature renowned speakers, mediation experts and government representatives.

Our plans are ambitious, we aim to engage the key branches of mediation, their counterparts from the responsible government departments and the international community.

Sessions include:

* Civil Commercial Mediation

* Family Mediation

* Workplace Mediation

* Community Mediation

* Restorative Justice

* All Mediation Panel Discussion

Book Your Pass

Discounted rates are available to CMC members. To book your pass click here

Passes include access to the main conference networking sessions as well as lunch and a post conference drinks reception.

Contact the CMC

To contact CMC about applications, registration, training courses or renewals, please e-mail applications@civilmediation.org. All other enquiries can be sent to registrar@civilmediation.org. The CMC telephone number is 020 7353 3227.

Post should be sent to Civil Mediation Council, IDRC, 70 Fleet Street, London EC4Y 1EU.

‘Bullying and Sexual Harassment: Can Mediation Help?’, 28th June 2018, London

Acas recently revealed that bullying and harassment in the workplace is costing employers up to £18bn per year. An impact on workplace morale and productivity has been felt by nearly 75% of workers. Harassment in the workplace has never had a higher priority than it does now, with many employers introducing measures expressly designed to encourage the reporting of potentially inappropriate behaviours. How will you handle such a complaint?

Join us for an in-depth and interactive look at the resolution of these most potentially confrontational and high-profile allegations and hear about alternative options for addressing them swiftly and discreetly in the way least damaging to both the business and the people concerned.

• Peter Cheese, Chief Executive at the Chartered Institute of Personnel and Development (CIPD) • Gareth Jones, HR Director, M&G Investments • Jane Farrell, Chief Executive, Equality Works • Sam Smethers, Chief Executive, The Fawcett Society • David Whincup, Partner, Squire Patton Boggs LLP • Hannah Coulson, Chief Human Resources Officer, Callastone • Henicka Uddin, Area Director, London, Acas

A panel of mediation providers will join the debate.

BOOK YOUR PLACE NOW

CMC-FMC Academic Conference
Compulsory Mediation: Opportunity or Threat?
London - 13 October 2017


From the conference:

A fascinating introduction into a very successful example of online dispute resolution presented by Shannon Salter, Chair of Civil Resolution Tribunal, British Colombia, Canada.


The CMC Annual Conference 2017

Mediation in Uncertain Times: Justice, Fairness and Responsibility was held on 16 May in Birmingham. For those of you who missed this event you can view a taster on our new YouTube channel from Catherine Anderson and Dr Sue Prince.


GREAT ORMOND STREET HOSPITAL -v- YATES and GARD [2017] EWHC 1909 (Fam) - The Hon. Mr Justice Francis

The recent case of baby Charlie Gard and his parents' fight for the right to choose to extend his life by seeking treatment abroad has been widely debated in the media. Opinions have raged on both sides of the argument, stoked by the immediacy of social media, and notably there have been distressing attacks on both the parents and those working at Great Ormond Street Hospital (GOSH).

In his final decision, Mr Justice Francis makes a particular point: "However, it is my clear view that mediation should be attempted in all cases such as this one even if all that it does is achieve a greater understanding by the parties of each other’s positions."

Whilst this is specific about cases "such as this one", many experienced mediators, commercial and others, would say that there is no such thing as a failed mediation because mediation helps parties “to understand the process and the viewpoint of the other side, even if they profoundly disagree with it …” That alone is a good outcome even if settlement is not achieved on the day.

This was indeed a case for mediation and the question is why was it not mediated? If the decision not to use mediation was based on the assumption that mediation would cloak the matter in confidentiality and thereby disadvantage certain parties then it may be helpful to point out that mediation is confidential by default. However, that does not mean that it must remain confidential. It is entirely possible to issue a statement or statements about the mediation which may also include the content of the mediation if that is agreed between the parties.

The Civil Mediation Council is committed to promoting the use of mediation not only as a means of settlement but also as a means of creating better understanding of the issues and narrowing the issues in dispute.

You can find the full judgment here

The relevant paragraph is quoted here for convenience.

"[20] Fourthly, I want to mention, again, the subject of mediation. Almost all family proceedings are now subject to compulsory court led dispute resolution hearings. This applies in disputed money cases, private law children cases and in all cases involving the welfare of children who might be the subject of care proceedings. I recognise, of course, that negotiating issues such as the life or death of a child seems impossible and often will be. However, it is my clear view that mediation should be attempted in all cases such as this one even if all that it does is achieve a greater understanding by the parties of each other’s positions. Few users of the court system will be in a greater state of turmoil and grief than parents in the position that these parents have been in and anything which helps them to understand the process and the viewpoint of the other side, even if they profoundly disagree with it, would in my judgment be of benefit and I hope that some lessons can therefore be taken from this tragic case which it has been my duty to oversee."

Amanda Bucklow, Chair, Communications Committee


Implementing Workplace Mediation Schemes

Catherine Anderson talks about the London Borough of Newham's experience of introducing an internal mediation scheme.

View on CMC's Youtube channel


APPG on ADR

Members and visitors may be interested in the meeting of the All Party Parliamentary Group on ADR which took place on 31 January 2017. This session provided an overview of public sector ADR, current trends in the sector and how these forms of ADR relate to each other and the courts.

A recording of the meeting is available on YouTube