Services

A Respectful and Supportive Approach

Our Services

Neuroinclusive Mediations operates primarily virtually. In-person sessions may be arranged on special request, with the additional cost of transportation, lodging and per diem (if outside the Ottawa region).

Workplace Mediation

Mediation is a process of resolving conflict through discussion and negotiation. The mediator is a guide through the process but is not a final arbitrator. Resolution of the conflict comes from the parties themselves. For this to work, parties must participate voluntarily and agree to full confidentiality.

Mediation begins with intake. The mediator meets with each party separately for an hour to get an understanding of the conflict and the personalities involved. Following this, joint meetings happen where the mediator guides the conversation through questions and clarifications to help the parties come to understand each other’s perspective and needs. It is impossible to say exactly how long this process will take, though parties can expect at least 3 joint one-hour sessions. A final resolution report will outline the solutions the parties have developed and agreed upon.

Facilitated conversations

Facilitated conversations are less formal than mediation. These conversations are useful when conflict is just surfacing or is anticipated. The focus of the facilitated conversation is often determined by a manager or supervisor and involves the whole team. These conversations can range from one to two hours, with additional sessions as required. A final summary report will outline the concerns and solutions raised by the conversation.

Do your team members constantly misunderstand each other? Maybe one is sarcastic while another takes everything literally? Or one gets upset when others ignore the big picture and another gets upset when others ignore the small details? Does one want bright lights in the office while another gets increasingly irritable with a headache?

When you have two or more people working together conflict is common. When you have multiple neurotypes working together conflict is inevitable. But it can be resolved. Neuroinclusive Mediations can help your team resolve conflicts based on differing communication styles, work methods, and sensory experiences that can be present when multiple neurotypes work together. Through carefully guided conversations and negotiations, team members can come together to find solutions which will allow each of their strengths to be fully available to the team.

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Frequently Asked Questions

1What is mediation?

Mediation is a process where two or more parties come together to discuss their conflict and search for resolutions. A mediator guides this process by asking clarifying questions and maintaining an atmosphere of respect and open listening.

2What do you mean by neuroinclusive?

Human brains are not all the same. Some people think in pictures. Some people think in words. In the past, some types of brains were deemed to be disordered because they were not typical. Today, many people see these brains as simply differences rather than disorders. However you term them, people with non-typical brains exist and have much to offer our societies. The term often used for these people is neurodivergent. This can include people with diagnoses of ADHD, Autism, Dyslexia, and Tourette’s Syndrome. It can also include people who have not been diagnosed but have similar traits. We use the term neurodiversity to refer to any context with people that have different types of brains, including neurotypical. This is most contexts. Neuroinclusion is making sure that context, whether it be the workplace, social setting, family, or anywhere else, respects the differences and strengths all people bring to their context and provides space, time, and understanding for each neurotype to flourish.

3Will mediation with Neuroinclusive Mediations make private medical diagnoses known to all team members?

No. All teams have multiple neurotypes, because all brains are unique. Even among those who identify as neurotypical, there are differences in learning styles, culture, and experiences. What makes Neuroinclusive Mediations unique is that along with understanding mediation principles that strive for communication between difference, we also have more specific knowledge about neurodiversity that may not be present in the larger population, or more traditional mediators. No specific mention of any diagnosis is necessary in the in-take process or throughout the mediation, unless someone makes that choice for themselves. Disclosure of neurodiversity is a complex topic. Just because no one has disclosed they are neurodivergent, does not mean you don’t have neurodivergent people on your team. Disclosure should not be necessary for thoughtful and understanding mediation.