{"id":5547,"date":"2022-01-07T09:40:04","date_gmt":"2022-01-07T08:40:04","guid":{"rendered":"https:\/\/www.eaccfrance.com\/2022\/01\/07\/mediation\/"},"modified":"2022-05-04T07:54:20","modified_gmt":"2022-05-04T05:54:20","slug":"mediation","status":"publish","type":"post","link":"https:\/\/www.eaccfrance.com\/fr\/mediation\/","title":{"rendered":"Two Views: Mediation"},"content":{"rendered":"\t\t
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\"\ud83c\uddfa\ud83c\uddf8\" English \/ Anglais<\/span>
<\/span>\"\ud83c\uddeb\ud83c\uddf7\" French \/ Fran\u00e7ais<\/span><\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t
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EACC members think and act cross border. In this spirit, Two Views confronts perspectives of professionals from two different geographies, functions or sectors on a subject relevant to transatlantic business.\u00a0<\/p>

With work environments stressed with digital transformation, and on its heels the COVID crisis, companies are increasingly turning to mediation, not just for conflict resolution, but as a way of ensuring smooth project execution. Our two experts, one a mediator and lawyer in a Paris law firm and the other providing innovative solutions in her role as head of Project Facilitation in a large global corporation, share their views with us.\u00a0<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t

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Morgane Mondolfo<\/h3>


Mediator, Partner - Employment Law, Squadra Avocats
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Sophie Cl\u00e9jan<\/h3>


Head of Project Facilitation, Orange<\/p><\/div><\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t

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\u00a0<\/p>

1\/ What is business mediation and how does it help companies?<\/strong><\/p>

Morgane Mondolfo <\/u><\/em><\/strong><\/p>

Despite an increasing sensitivity to issues relating to the psychological aspects of work relationships, the cost of conflicts in the workplace remains underestimated in most organizations and goes generally unmonitored.\u00a0<\/em><\/p>

The parallels between healthy work environments and company performance are clear. Absenteeism, lower productivity and even psychological or sexual harassment, discriminations, industrial accidents, are often rooted in problematic work environments. A manager typically spends 30% of his working time on conflict resolutions, and 85% of employees are facing conflicts at the workplace on a recurrent basis. <\/em><\/p>

Mediation is based on the premise that it is more advantageous for all concerned to negotiate than to confront. It is a tool designed to maintain or restore dialogue when conflicts arise and to ultimately find adequate and long-term solutions. In the legal sphere, it was developed in order that certain cases be resolved without the expense and time required by a court trial.<\/em><\/p>

Sophie Cl\u00e9jan <\/u><\/em><\/strong><\/p>

Business mediation is often perceived as conflict resolution. My role at Orange is better described as project facilitation. Ambitious and complicated projects are constantly underway in our company, with associated risks including costly delays or even cancellations when things don\u2019t go as planned. The human factor has been determined to be responsible for 50% of these types of problems \u2014 hence the value of project facilitation.<\/em><\/p>

Issues arise not because people don\u2019t get along, but because of misunderstandings about roles and responsibilities, project scope, governance or finance. Individuals also bring their respective opinions, values and interests to the project, and these are not necessarily clear to the others at the outset. <\/em><\/p>

Many problems can, and have been, anticipated and avoided. Our methodology is based on the principles of non-violent communication. We encourage the key players in large strategic projects to have a look at the project through the eyes of the other team members. We don’t shy away from potential conflicts or sensitive subjects, because putting differing perspectives on the table often leads to a solution!<\/em><\/p>

2\/ Do you have an example of a situation in which project facilitation or mediation resulted in a positive outcome?<\/strong><\/p>

Morgane Mondolfo <\/u><\/em><\/strong><\/p>

The cases I work on usually concern employment and labor matters. Cases can drag on for years, in particular when decisions are appealed. I have worked on several recent cases where effective mediation helped us wrap up a case which otherwise would have cost our clients a good deal more expense and time.\u00a0 <\/em><\/p>

I worked as a mediator on a case recently which involved parties working in the same business sector. The pressure to reach an agreement was high. A condemnation for the company would have resulted in the payment of significant damages for unfair dismissal and management package. The Court of appeals judge suggested mediation, which was initially met with resistance on the part of both parties. Ultimately, however, the mediation process successfully shifted the approach to one where cooperation and exploration of practical solutions led to a speedy and effective resolution of the dispute. <\/em><\/p>

Sophie Cl\u00e9jan <\/u><\/em><\/strong><\/p>

A couple of examples come to mind:<\/em><\/p>

I was brought in to facilitate a project this past year concerning the company\u2019s real estate assets. It was a complex project involving many legal and contractual issues. The goal was to streamline processes in order to respect the project\u2019s timeline and enable the smooth functioning of the team. Over the course of the three-month facilitation mission, participants engaged in clear and constructive dialogue about the execution of the project. The result was effective decision making and increased efficiency. <\/em><\/p>

Another recent project involved a major new marketing drive for the group. Before beginning work on the project, the team took a day out to improve relationships within the group. People\u2019s roles were clarified and their respective visions for the project were voiced. Potential disagreements were thus put on the table, sensitizing team members to other people\u2019s interests and concerns. This session established a working dynamic which ultimately paid dividends in terms of the subsequent fluid execution of the project. <\/em><\/p>

3\/ What trends do you see emerging in the project mediation\/facilitation domain?<\/strong><\/p>

Morgane Mondolfo <\/u><\/em><\/strong><\/p>

Some interesting legaltech companies are offering digital solutions for low-level disputes in commercial and consumer matters. I see this as part of a global trend toward increased awareness of the value of mediation.<\/em><\/p>

The widespread acceptance of remote working as well as the digital transformation have had profound impacts on work methods worldwide. These changes have also led to the development of remote mediation, facilitating cross-border mediation \u2014 particularly helpful to global organizations. Mediation techniques are adjusting to these developments. Mediation is a mindset that is contributing to the smooth operation of global business, and deserves to be promoted among managers. <\/em><\/p>

In parallel, lawyers will have to be trained in order to maximize success rates in reaching agreements through mediation as they are usually involved in the process and have to advise their clients in order to reach solid agreements. <\/em><\/p>

Sophie Cl\u00e9jan <\/u><\/em><\/strong><\/p>

At Orange, management has stepped up and addressed the issue of interpersonal difficulties. From what I have seen elsewhere, project facilitation initiatives vary in approach and scope. In some instances,\u00a0facilitation techniques are used but not named as such. The decision to establish a dedicated project facilitation function must come from upper management and this often involves a cultural hurdle because of the fear of admitting that human relationships can lead to problems.<\/em><\/p>

Mediation is a tool that can benefit all types of communities or groups. The role of the mediator is to ease tensions by facilitating and encouraging dialogue. The process involves looking closely at those moments when problems arise and enabling honest discussion. More globally it is about addressing the difficulties inherent in working relationships. Mediation is both a state of mind and a rigorous method designed to enable people to go from a will to convince to an ability to understand.<\/em><\/p>

******<\/p>

Morgane Mondolfo<\/strong>
Morgane Mondolfo | LinkedIn<\/a><\/p>

&<\/strong><\/p>

Sophie Cl\u00e9jan
<\/strong>Sophie Cl\u00e9jan | LinkedIn<\/a><\/p>

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Les membres de l’EACC pensent et agissent au-del\u00e0 des fronti\u00e8res. Dans cet esprit, Two Views confronte les points de vue de professionnels de deux g\u00e9ographies, fonctions ou secteurs diff\u00e9rents sur un sujet pertinent pour les affaires transatlantiques.<\/p>

Avec des environnements de travail stress\u00e9s par la transformation num\u00e9rique et dans la foul\u00e9e de la crise du COVID, les entreprises se tournent de plus en plus vers la m\u00e9diation, non seulement pour la r\u00e9solution des conflits, mais comme un moyen d’assurer la bonne ex\u00e9cution des projets. Nos deux expertes, l’une m\u00e9diatrice et avocate dans un cabinet d’avocats parisien et l’autre apporteuse de solutions innovantes dans son r\u00f4le de responsable de la Facilitation de Projets dans un grand groupe mondial, partagent avec nous leur point de vue.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t

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1\/ Qu’est-ce que la m\u00e9diation d’entreprise et comment aide-t-elle les entreprises? <\/span><\/p>\n

Morgane Mondolfo <\/u><\/span><\/span><\/p>\n

Malgr\u00e9 une sensibilit\u00e9 croissante aux enjeux li\u00e9s aux aspects psychologiques des relations de travail, le co\u00fbt des conflits en milieu de travail demeure sous-estim\u00e9 dans la plupart des organisations et n’est g\u00e9n\u00e9ralement pas surveill\u00e9.<\/p>\n

Les parall\u00e8les entre les environnements de travail sains et la performance de l’entreprise sont clairs. L’absent\u00e9isme, la baisse de productivit\u00e9 et m\u00eame le harc\u00e8lement psychologique ou sexuel, les discriminations, les accidents du travail, trouvent souvent leur origine dans des environnements de travail probl\u00e9matiques. Un manager consacre g\u00e9n\u00e9ralement 30 % de son temps de travail \u00e0 la r\u00e9solution de conflits, et 85 % des employ\u00e9s sont confront\u00e9s \u00e0 des conflits sur le lieu de travail de mani\u00e8re r\u00e9currente.<\/p>\n

La m\u00e9diation part du principe qu’il est plus avantageux pour tous de n\u00e9gocier que de s’affronter. C’est un outil destin\u00e9 \u00e0 maintenir ou \u00e0 r\u00e9tablir le dialogue lorsque des conflits surviennent et \u00e0 trouver in fine des solutions ad\u00e9quates et p\u00e9rennes. Dans le domaine juridique, il a \u00e9t\u00e9 d\u00e9velopp\u00e9 afin que certains cas soient r\u00e9solus sans les frais et le temps requis par un proc\u00e8s devant les tribunaux.<\/p>\n

Sophie Cl\u00e9jan <\/u><\/span><\/span><\/p>\n

La m\u00e9diation commerciale est souvent per\u00e7ue comme une r\u00e9solution de conflits. Mon r\u00f4le chez Orange se d\u00e9crit plut\u00f4t comme de la facilitation de projets. Des projets ambitieux et compliqu\u00e9s sont constamment en cours dans notre entreprise, avec des risques associ\u00e9s, notamment des retards co\u00fbteux, voire des annulations lorsque les choses ne se d\u00e9roulent pas comme pr\u00e9vu. Le facteur humain a \u00e9t\u00e9 d\u00e9termin\u00e9 comme \u00e9tant responsable de 50 % de ces types de probl\u00e8mes – d’o\u00f9 la valeur de la facilitation de projet.<\/p>\n

Les probl\u00e8mes surviennent non pas parce que les gens ne s’entendent pas, mais \u00e0 cause de malentendus sur les r\u00f4les et les responsabilit\u00e9s, la port\u00e9e du projet, la gouvernance ou les finances. Les individus apportent \u00e9galement leurs opinions, valeurs et int\u00e9r\u00eats respectifs au projet, et ceux-ci ne sont pas n\u00e9cessairement clairs pour les autres au d\u00e9part.<\/p>\n

De nombreux probl\u00e8mes peuvent, et ont \u00e9t\u00e9, anticip\u00e9s et \u00e9vit\u00e9s. Notre m\u00e9thodologie est bas\u00e9e sur les principes de la communication non violente. Nous encourageons les acteurs cl\u00e9s des grands projets strat\u00e9giques \u00e0 regarder le projet \u00e0 travers les yeux des autres membres de l’\u00e9quipe. Nous ne craignons pas les conflits potentiels ou les sujets sensibles, car mettre des points de vue diff\u00e9rents sur la table m\u00e8ne souvent \u00e0 une solution !<\/p>\n

2\/ Avez-vous un exemple de situation dans laquelle la facilitation de projet ou la m\u00e9diation a abouti \u00e0 un r\u00e9sultat positif?<\/span><\/p>\n

Morgane Mondolfo <\/u><\/span><\/span><\/p>\n

Les affaires sur lesquelles je travaille concernent g\u00e9n\u00e9ralement des questions d’emploi et de travail. Les affaires peuvent s’\u00e9terniser pendant des ann\u00e9es, en particulier lorsque les d\u00e9cisions sont port\u00e9es en appel. J’ai travaill\u00e9 sur plusieurs cas r\u00e9cents o\u00f9 une m\u00e9diation efficace nous a aid\u00e9s \u00e0 conclure une affaire qui, autrement, aurait co\u00fbt\u00e9 beaucoup plus de temps et d’argent \u00e0 nos clients.<\/p>\n

J’ai r\u00e9cemment travaill\u00e9 comme m\u00e9diateur sur une affaire qui impliquait des parties travaillant dans le m\u00eame secteur d’activit\u00e9. La pression pour parvenir \u00e0 un accord \u00e9tait forte. Une condamnation pour l’entreprise aurait entra\u00een\u00e9 le versement d’importants dommages et int\u00e9r\u00eats pour licenciement abusif et forfait de gestion. Le juge de la Cour d’appel a sugg\u00e9r\u00e9 la m\u00e9diation, qui s’est d’abord heurt\u00e9e \u00e0 une r\u00e9sistance de la part des deux parties. En fin de compte, cependant, le processus de m\u00e9diation a r\u00e9ussi \u00e0 faire \u00e9voluer l’approche vers une approche o\u00f9 la coop\u00e9ration et l’exploration de solutions pratiques ont conduit \u00e0 une r\u00e9solution rapide et efficace du diff\u00e9rend.<\/p>\n

Sophie Cl\u00e9jan <\/u><\/span><\/span><\/p>\n

Quelques exemples me viennent \u00e0 l’esprit :<\/p>\n

J’ai \u00e9t\u00e9 amen\u00e9 \u00e0 animer un projet l’ann\u00e9e derni\u00e8re concernant les actifs immobiliers de l’entreprise. Il s’agissait d’un projet complexe impliquant de nombreuses questions juridiques et contractuelles. L’objectif \u00e9tait de rationaliser les processus afin de respecter l’\u00e9ch\u00e9ancier du projet et permettre le bon fonctionnement de l’\u00e9quipe. Au cours de la mission de facilitation de trois mois, les participants ont engag\u00e9 un dialogue clair et constructif sur l’ex\u00e9cution du projet. Le r\u00e9sultat a \u00e9t\u00e9 une prise de d\u00e9cision efficace et une efficacit\u00e9 accrue.<\/p>\n

Un autre projet r\u00e9cent a impliqu\u00e9 une nouvelle campagne marketing majeure pour le groupe. Avant de commencer \u00e0 travailler sur le projet, l’\u00e9quipe a pris une journ\u00e9e pour am\u00e9liorer les relations au sein du groupe. Les r\u00f4les des personnes ont \u00e9t\u00e9 clarifi\u00e9s et leurs visions respectives du projet ont \u00e9t\u00e9 exprim\u00e9es. Les d\u00e9saccords potentiels ont ainsi \u00e9t\u00e9 mis sur la table, sensibilisant les membres de l’\u00e9quipe aux int\u00e9r\u00eats et aux pr\u00e9occupations des autres. Cette session a instaur\u00e9 une dynamique de travail qui s’est finalement av\u00e9r\u00e9e payante en termes de fluidit\u00e9 d’ex\u00e9cution ult\u00e9rieure du projet.<\/p>\n

3\/ Quelles tendances voyez-vous \u00e9merger dans le domaine de la m\u00e9diation\/facilitation de projet? <\/span><\/p>\n

Morgane Mondolfo <\/u><\/span><\/span><\/p>\n

Certaines entreprises legaltech int\u00e9ressantes proposent des solutions num\u00e9riques pour les litiges de bas niveau en mati\u00e8re commerciale et de consommation. Je vois cela comme faisant partie d’une tendance mondiale vers une prise de conscience accrue de la valeur de la m\u00e9diation.<\/p>\n

L’acceptation g\u00e9n\u00e9ralis\u00e9e du travail \u00e0 distance ainsi que la transformation num\u00e9rique ont eu de profondes r\u00e9percussions sur les m\u00e9thodes de travail dans le monde entier. Ces changements ont \u00e9galement conduit au d\u00e9veloppement de la m\u00e9diation \u00e0 distance, facilitant la m\u00e9diation transfrontali\u00e8re \u2014 particuli\u00e8rement utile aux organisations mondiales. Les techniques de m\u00e9diation s’adaptent \u00e0 ces \u00e9volutions. La m\u00e9diation est un \u00e9tat d’esprit qui contribue au bon fonctionnement des affaires mondiales et m\u00e9rite d’\u00eatre promu aupr\u00e8s des managers.<\/span>
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En parall\u00e8le, les avocats devront \u00eatre form\u00e9s afin de maximiser les taux de r\u00e9ussite dans la conclusion d’accords par la m\u00e9diation car ils sont g\u00e9n\u00e9ralement impliqu\u00e9s dans le processus et doivent conseiller leurs clients afin de parvenir \u00e0 des accords solides.<\/span>
<\/p>\n

Sophie Cl\u00e9jan <\/u><\/span><\/span><\/p>\n

Chez Orange, la direction est mont\u00e9e au cr\u00e9neau et s’est pench\u00e9e sur la probl\u00e9matique des difficult\u00e9s relationnelles. D’apr\u00e8s ce que j’ai vu ailleurs, les initiatives de facilitation de projet varient dans leur approche et leur port\u00e9e. Dans certains cas, des techniques de facilitation sont utilis\u00e9es mais ne sont pas nomm\u00e9es comme telles. La d\u00e9cision d’\u00e9tablir une fonction de facilitation de projet d\u00e9di\u00e9e doit venir de la haute direction et cela implique souvent un obstacle culturel en raison de la peur d’admettre que les relations humaines peuvent entra\u00eener des probl\u00e8mes.<\/p>

La m\u00e9diation est un outil qui peut profiter \u00e0 tous les types de communaut\u00e9s ou de groupes. Le r\u00f4le du m\u00e9diateur est d’apaiser les tensions en facilitant et en encourageant le dialogue. Le processus implique d’examiner de pr\u00e8s les moments o\u00f9 des probl\u00e8mes surviennent et de permettre une discussion honn\u00eate. Plus globalement, il s’agit de r\u00e9pondre aux difficult\u00e9s inh\u00e9rentes aux relations de travail. La m\u00e9diation est \u00e0 la fois un \u00e9tat d’esprit et une m\u00e9thode rigoureuse destin\u00e9e \u00e0 permettre de passer d’une volont\u00e9 de convaincre \u00e0 une capacit\u00e9 de comprendre.<\/p>\n

******<\/p>\n

Morgane Mondolfo<\/span>
Morgane Mondolfo | LinkedIn<\/a><\/p>\n

&<\/span><\/p>\n

Sophie Cl\u00e9jan
<\/span>Sophie Cl\u00e9jan | LinkedIn<\/a><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t

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Share your experiences & comments!<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t

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Produced in collaboration with EACC Paris member,\u00a0Fine Line Communications<\/a>.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"

English \/ Anglais French \/ Fran\u00e7ais EACC members think and act cross border. In this spirit, Two Views confronts perspectives of professionals from two different geographies, functions or sectors on a subject relevant to transatlantic business.\u00a0 With work environments stressed with digital transformation, and on its heels the COVID crisis, companies are increasingly turning to […]<\/p>\n","protected":false},"author":3,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"rs_blank_template":"","rs_page_bg_color":"#ffffff","slide_template_v7":"","footnotes":""},"categories":[94,96,91],"tags":[],"class_list":["post-5547","post","type-post","status-publish","format-standard","hentry","category-eacc-news-fr","category-members-news-fr","category-non-classifiee"],"acf":[],"yoast_head":"\nTwo Views: Mediation - EACC Paris chapter<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.eaccfrance.com\/fr\/mediation\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Two Views: Mediation - EACC Paris chapter\" \/>\n<meta property=\"og:description\" content=\"English \/ Anglais French \/ Fran\u00e7ais EACC members think and act cross border. In this spirit, Two Views confronts perspectives of professionals from two different geographies, functions or sectors on a subject relevant to transatlantic business.\u00a0 With work environments stressed with digital transformation, and on its heels the COVID crisis, companies are increasingly turning to […]\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.eaccfrance.com\/fr\/mediation\/\" \/>\n<meta property=\"og:site_name\" content=\"EACC Paris chapter\" \/>\n<meta property=\"article:published_time\" content=\"2022-01-07T08:40:04+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2022-05-04T05:54:20+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/s.w.org\/images\/core\/emoji\/13.1.0\/svg\/1f1fa-1f1f8.svg\" \/>\n<meta name=\"author\" content=\"kathrene\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"\u00c9crit par\" \/>\n\t<meta name=\"twitter:data1\" content=\"kathrene\" \/>\n\t<meta name=\"twitter:label2\" content=\"Dur\u00e9e de lecture estim\u00e9e\" \/>\n\t<meta name=\"twitter:data2\" content=\"6 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/www.eaccfrance.com\\\/fr\\\/mediation\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/www.eaccfrance.com\\\/fr\\\/mediation\\\/\"},\"author\":{\"name\":\"kathrene\",\"@id\":\"https:\\\/\\\/wsi-ad3-eaccfrance.alwaysdata.net\\\/#\\\/schema\\\/person\\\/09801c5de467f427805e55b99a77b3bc\"},\"headline\":\"Two Views: Mediation\",\"datePublished\":\"2022-01-07T08:40:04+00:00\",\"dateModified\":\"2022-05-04T05:54:20+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/www.eaccfrance.com\\\/fr\\\/mediation\\\/\"},\"wordCount\":2610,\"publisher\":{\"@id\":\"https:\\\/\\\/wsi-ad3-eaccfrance.alwaysdata.net\\\/#organization\"},\"image\":{\"@id\":\"https:\\\/\\\/www.eaccfrance.com\\\/fr\\\/mediation\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/s.w.org\\\/images\\\/core\\\/emoji\\\/13.1.0\\\/svg\\\/1f1fa-1f1f8.svg\",\"articleSection\":[\"EACC News\",\"Members news\",\"Non classifi\u00e9(e)\"],\"inLanguage\":\"fr-FR\"},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/www.eaccfrance.com\\\/fr\\\/mediation\\\/\",\"url\":\"https:\\\/\\\/www.eaccfrance.com\\\/fr\\\/mediation\\\/\",\"name\":\"Two Views: Mediation - 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