Independent, impartial, and confidential support. Certified Organisational Ombuds services adhering to international standards.
An Organisational Ombuds is an independent, neutral resource who provides confidential support to employees, managers, and executives navigating workplace challenges.
Unlike HR or management, an Ombuds operates informally — we don't investigate claims, don't receive formal notice of issues, and don't make binding decisions.
A safe space to explore problems, understand options, and work toward resolution.
EquipMe's Ombuds services adhere to the International Ombuds Association (IOA) Standards of Practice.
Not employed by your organisation, eliminating bias.
Employees speak more openly with someone outside.
Experience across multiple organisations and situations.
Retainer or as-needed basis. No full-time commitment.
Independent, impartial, informal, and confidential dispute resolution support.
Neutral third-party mediation to restore trust and rebuild relationships.
One-to-one coaching to develop awareness and handle difficult conversations.
Guidance on addressing emerging conflicts before they escalate.
Comprehensive reviews of policies to identify gaps and improve fairness.
Tailored workshops building practical conflict-management capability.
A confidential, informal process designed to help — not judge.
Initial conversations are completely off-the-record.
We listen and help clarify core issues. No judgments.
Together we explore available options. The choice is yours.
Coaching, facilitation, or mediation toward sustainable resolution.
An independent, neutral resource who provides confidential support to employees at all levels. Unlike HR, an Ombuds operates informally, doesn't investigate claims, and doesn't make decisions for the organisation.
HR represents the organisation and has formal authority. An Ombuds is independent of management and HR, providing a confidential space where employees can speak freely without fear of retaliation.
Yes. Confidentiality is a core principle. We don't reveal identifying information without your explicit permission. The only exception is imminent risk of serious harm.
The Ombuds is ideal when you want to explore options or resolve issues informally. If you want formal action or an official record, a formal complaint may be more appropriate.
Common issues include interpersonal conflicts, communication breakdowns, management concerns, ethical dilemmas, harassment concerns, performance issues, and workplace culture problems.
Book a complimentary consultation to discuss how External Ombuds services can help your organisation.