28 Mar 2019
CEDR report on Diversity and Inclusion in the Commercial Mediation profession
CEDR today launched a report - Improving Diversity in Commercial Mediation - that addresses the imbalances of gender, race and age within commercial mediation and proposes recommendations for improving inclusion.
- Just 33.6% of commercial mediators are women, and the average commercial mediation panel has 28.7% women.
- 92.6% of commercial mediators are white, compared with 86% of the general population. The proportion of Asian and Black commercial mediators are significantly below the general UK population.
- 77.5% of commercial mediators are over the age of 50 and whilst 56% of those training are under 50, this group makes up only 22.5% of those getting work.
The report, which was based on surveys, research of comparable professions and discussions with focus groups of mediators and clients identified several recommendations for improvement.
Amongst the recommendations:
- An increase in the use of diverse role models to challenge stereotypes
- Clearer pathways for progression for mediators from accreditation as a mediator to joining mediator panels
- Unconscious bias training for mediator assessors, panel selectors and providers
- A commitment to diverse mediator recommendations from providers and an increase in the use of blind CVs.
- Mediation providers and clients should measure and record how diverse mediator selection is.
Susanne Schuler, Director of Training and Consultancy, commented: “Through our diversity and inclusion initiatives, CEDR is working to implement active principles into all aspects of our company culture and the wider profession. We are striving to achieve representation in dispute resolution regardless of nationality, ethnicity, sexual orientation, gender or age.”
James South, Managing Director of CEDR said “Diversity and Inclusion is an important part of CEDR’s future and we hope that others will join us in committing to making a real change in our profession.”
This report is part of CEDR’s continued commitment to improving diversity in the mediation profession. We now aim over the next year to continue discussions with clients and the Mediation Community as to how we can improve and implement these recommendations.
An Executive Summary and Full report can be accessed here. https://www.cedr.com/foundation/diversity-inclusion/
For further information or to discuss the recommendations, please contact Frederick Way, the Head of CEDR Foundation at firstname.lastname@example.org.