What should you do if you find yourself in a conflict situation?

Line managers must:

• Ensure that the people who report to them behave appropriately and respectfully towards each other;
• Act immediately to stop any inappropriate behaviour in a working relationship;
• Approach the Advice and Mediation Office to offer assistance to any member of the university community who asks for support.

Any manager at UNIL has a duty to take action, in order to clarify the situation, in particular by listening carefully to each of the parties separately and then examining what each of them needs, to find a solution that respects all those concerned.

A line manager who is facing relationship difficulties in their team can offer a mediation service through the Advice and Mediation Office.

Mediation is a process of creating and re-establishing social relationships and managing conflicts (either on a preventive basis or to settle a dispute), based on the partners acting autonomously, in which an impartial, independent third party without the power to make a decision (the mediator) helps to re-establish communications or resolve the conflict in the interests of all the partners involved, by organising confidential mediation sessions.

Unless otherwise agreed by the parties, no information is communicated by the Advice and Mediation Office to the UNIL Rectorate (apart from general statistical information).

• Individual or team coaching

Individual or team coaching can be set up at the suggestion of a line manager. If applicable, the UNIL Rectorate will decide on the principle and terms of the coaching arrangements.

• Relationship audit

A relationship audit can be carried out in an entity at the suggestion of a line manager and subject to the agreement of the Rectorate, in order to:

• Carry out a detailed examination of the working environment in a team that is struggling with relationship, organisational or managerial difficulties that are adversely affecting its operation or its members’ motivation and/or threatening the health of staff or their managers;
• Produce a summary of the conflict situation;
• Propose solutions.

The mediator has an initial confidential conversation with the person who requests the meeting, analyses the situation they describe and works closely with them to discuss and examine the support available and their possible options. The mediator also informs them of their rights.

If the parties concerned agree, the mediator may offer or organise a mediation session.

Mediation is a process of creating and re-establishing social relationships and managing conflicts (either on a preventive basis or to settle a dispute), based on the partners acting autonomously, in which an impartial, independent third party without the power to make a decision (the mediator) helps to re-establish communications or resolve the conflict in the interests of all the partners involved, by organising confidential mediation sessions.

Other options may be offered to UNIL staff:

• Coaching for the person making the request and/or their line manager, with their agreement;
• Team coaching
• A relationship audit