Court Leader’s Advantage Podcast Episode ReleaseDate: January 20th, 2026

Workplace mediation is rapidly becoming an accepted management tool across the U.S. Organizations facing rising conflict, legal exposure, and employee burnout are increasingly turning to mediation to resolve disputes and restore working relationships.

 In fiscal year 2024, the U.S. Equal Employment Opportunity Commission received more than 88,000 new discrimination and retaliation charges, a 9 percent increase from the prior year. At the same time, analysts project that the workplace mediation and conflict-resolution market will grow by more than 7 percent annually through 2030. These trends point to a simple reality: workplace conflict is increasing, and organizations are searching for better ways to manage it.

 The modern workplace itself is driving this change. Hybrid work, remote teams, generational turnover, and a more diverse workforce are creating new kinds of misunderstandings and tensions, many of which do not fit neatly into traditional HR investigations or disciplinary systems. Mediation offers a different model: one that emphasizes dialogue, accountability, and problem-solving rather than blame and punishment.

 Several forces are fueling the growth of workplace mediation. Employers are placing greater emphasis on employee well-being and mental health. They are alsorecognizing that mediation is typically faster, less expensive, and less disruptive than formal complaints, litigation, or turnover. At the same time, technology has made mediation more accessible, allowing parties to meet virtually and resolve disputes before they escalate.

 Yet mediation is not a cure-all. It requires both parties to engage in good faith. Some conflicts—particularly those involving serious misconduct or power imbalances—may not be appropriate for mediation. And when mediation is poorlydesigned or inadequately facilitated, it can do more harm than good.

 This month, we are taking a closer look at workplace mediation. Is resolving disputes through trained, neutral facilitators more effective than the traditional tools organizations rely on? And, most importantly for ouraudience, can this model be adapted to work inside the courts themselves?

Today’s Moderator:

 Erika Schmid Judicial Clerk Supervisor at the Multnomah County Circuit Court in Portland, Oregon

 Today’s Panel:

 Teshrie (Tess) Kalicharan ADR Director for the Ninth Judicial Circuit Court in Orlando, Florida

Beth Moss Human Resources Director for the Alaska Court System,

Jamie Giani founder of Third Branch Solutions in Wesley Chapel, Florida

 Become Part of the Conversation

Submit your comments and questions to: [email protected] Please take a moment to share this episode on your Facebook or LinkedIn pages. The more people we bring into this dialogue, the stronger our collective understanding of courts and court administration becomes.