Alternative dispute resolution (ADR) involves an independent mediator or conciliator working with the parties to resolve the issue at hand. It gives you a structured, confidential alternative to legal action. 

Instead of lawyers, tribunals, and months (or years) of back-and-forth, you work with an impartial third party — someone who understands power plays, people, and the human cost of unresolved conflict (trust me, I’ve been there).

As your facilitator, I can see the situation clearly, understand what’s at stake, and provide practical support that’s grounded in real experience. Because I’ve been there too. 

Mediation and conciliation typically take a full day and include individual sessions with each party, as well as a joint session in the same room to hash things out together.

Alternative dispute resolution is faster and less stressful than legal action — and it gives you control over the outcome, rather than leaving it in the hands of a judge or tribunal. 

You still have an impartial, independent facilitator — someone without bias or conflict of interest — guiding the process. But you’re part of the solution, and you have a say in how things are resolved.

For organisations, calling in an independent ADR facilitator isn’t just about avoiding Fair Work or Work, Health and Safety claims. 

It allows your leadership and HR teams to focus on day-to-day operations, knowing they can hand over sensitive matters to a conflict specialist who will work towards outcomes that will ultimately improve communication, build trust, and restore respect in the workplace.

Alternative dispute resolution is important because it gives you a chance to be heard. Properly. No agenda. No attempts to shove the matter under the rug. No casual dismissal because ‘it’s just a part of the culture’. 

It allows you to have brave conversations in safe spaces, get to the heart of the matter, and work with the other party to reach a resolution that clears the air and restores respect. 

Organisations need to show that they take psychological safety and Respect@Work compliance seriously. But more than that, ADR provides the opportunity to create a high-trust work environment that puts humans first and to build a reputation as a company that cares.

Whereas in mediation I can only facilitate the conversation, in conciliation I can offer advice, recommendations, and solutions. 

In both cases, I facilitate an open conversation between you and the other party. But with conciliation, I can suggest options, reality-test ideas, and guide you towards a practical, workable outcome.

Absolutely. I have more than two decades of HR, ER and IR experience in high-pressure workplaces in Australia, including construction, mining, and other heavy industries. 

As an alternative dispute resolution facilitator in construction, I’m intimately familiar with the industry's culture and challenges. 

I’ve been where you work, alongside the people you work with. I’ve worn the hard hat and the high-vis vest, mediated conflicts in crib sheds and among cranes. 

So I understand the workplace realities of construction, the regulatory environment, and what it actually takes to navigate these situations — particularly if you’re a woman dealing with a workplace challenge, including at camp.

I was based in Western Australia for the past 4 years but recently relocated back to the Coffs Coast in NSW. I can work with organisations and individuals across Australia, in person or online via Teams. I have travelled previously to North West WA, Pilbara, South West WA, NSW and QLD. I can travel interstate where required.