SNAICC's dispute resolution process

The Secretariat of National Aboriginal and Islander Child Care (SNAICC) provides a strong example of both formal and informal internal policies and procedures for conflict and dispute resolution. All staff members received training on the following policies as part of their induction:¹Australian Indigenous Governance Institute and Reconciliation Australia, Strong Governance Supporting Success: Stories and Analysis from the 2016 Indigenous Governance Awards, (Canberra: Australian Indigenous Governance Institute, 2018, Prepared by A. Wighton), 78.

1. SNAICC employees try to resolve their issues among themselves.
2. If conflict resolution cannot be achieved adequately and mutually between parties, the matter is directed first to their relevant Manager and/or the HR Manager, then the CEO.
3. The HR Manager and/or CEO arranges a mediation session/s between all parties involved in the conflict.
4. SNAICC employees may request a support person to the mediation sessions.
5. SNAICC employees requesting a support person must inform the CEO prior to the meeting outlining why they require a support person and what the support person can contribute to resolve the conflict.
6. The SNAICC employee must inform the CEO in writing, the support person’s name and qualifications.
7. If no satisfactory outcome is achieved by the mediation session/s, the CEO may seek the advice of the Chair of SNAICC.