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Police Mediation
Police mediation refers to police officers assisting disputing parties in airing their differences, including feelings and perceptions; listening to each other; and helping the parties resolve the situation that triggered the police response. For police officers, their role as mediators is both old and new. In its simplest form, police mediation has existed as long as there have been disputing parties who have called upon police officers to intervene. Typically, police mediation was done without formal training in mediation.
With the increasing popularity, acceptance, and institutionalization of mediation in a wide range of settings since the 1970s, the rich, long history of informal and intuitive police mediation associated with traditional police work has come under increasing scrutiny. Not only are police officers now receiving more formal training in mediation skills, they are also working more closely with mediation practitioners, usually those connected with community-based mediation centers. The nexus between the community mediation programs and local police departments has increased police mediation capabilities. In those instances where police mediation cannot or does not work, the community mediation programs have provided police officers with an invaluable referral resource. Police can refer people in conflict to mediation practitioners who can take the time to assist the parties in working through their differences, particularly where the issues are complicated and deeply rooted.
Mediation: What is it?
Understanding how mediation interfaces with police work requires an understanding of the nature of the mediation process itself. Although there are many stylistic and philosophical differences about what mediation is and how it should be practiced, it is generally understood to be a process where parties are assisted in working through their differences with the assistance of a third party known as the mediator. The mediator usually guides the process by establishing guidelines for interaction between the parties, helping them to share how they see the situation, brainstorming options, negotiating possible arrangements, and crafting an understanding for the future. Although mediation usually occurs in face-to-face sessions with both parties, separate sessions with each side are common.
Central to mediation is self-determination by the parties. What this means is that, unlike other contexts where judges and arbitrators have the power and authority to make decisions for the parties, mediators do not. Mediators rely on persuasion and a variety of skills and techniques to move the disputing parties toward consideration of common ground.
In mediation, the disputing parties themselves are expected to work through their differences and come up with a mutually agreeable outcome to resolve the situation they are experiencing. Underlying the mediation process is the notion that the parties will engage openly, listen to each other, generate options, and design their own solutions. Because the parties need to give and take creatively and flexibly, all should be able to walk away with something, rather than one party winning and one losing, as is common in more traditional adversarial proceedings. As a result, mediation is widely referred to as a win–win process.
Of paramount concern for mediators is confidentiality. In order to provide an opportunity for parties to open up and have genuine discussions, mediators assure the parties that information that is communicated in connection with the mediation efforts will not be shared with others. Usually, the only public output of a mediation session is the agreement that is signed by the parties.
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