Despite the state and federal government's admirable efforts to protect workers from discriminatory conduct, the workplace is by no means free from forms of discrimination. Our workplaces are run by people - and sometimes people bring their own personal biases and prejudices to the job, or they don't realize an action is illegal.  As a result, each year, incidents of discrimination arise in relation to promotion, pay raises, the selection process, training opportunities, disciplinary action, failures to accommodate, retaliation, and creation of hostile work environments. 

Having an outlet to resolve these issues are of great advantage. I have helped resolve hundreds or even thousands of workplace dispute by using mediation and I would be happy to assist you and your organization.


In a 2016 survey - employee attitudes and characteristics revealed:

  • 69% of respondents indicated that they would be more willing to take legal action regarding employment discrimination than they were five years ago.
  • 35% of respondents stated that they had experienced job bias.
  • 79% of respondents believe some, most or all employers engage in some kind of discrimination in hiring or promotion.
  • 51% or respondents stated that all or most employers are guilty of discriminating practices.

Corporate responses to workplace conflict.

A survey conducted by Price Waterhouse and Cornell's PERC Institute on Conflict Resolution of over 530 corporations in the Fortune 1000 category revealed the following trends:

  • 90% of respondents view Alternative Dispute Resolution (ADR) as a critical cost-control technique.
  • 54% of respondents indicate that cost pressures directly affected their decision to use ADR.
  • 88% of respondents reported using mediation in the last three years.
  • 23% of respondents use grievance procedures for non-union employment dispute resolution. (A decade ago only a small percentage used them.)

Lipsky, D and Seeber, R "The use of ADR in U.S. Corporations: Executive Summary", 2007 Another study found that 50% or more of large employers had instituted some kind of grievance process for nonunion employees.