Nairobi, July 16 -- Conflict is an inevitable feature of complex organisations, particularly in high-pressure, high-expectation working environments. Rather than defaulting to litigation, which may have long-term negative consequences, Kenyan law allows companies to opt for Alternative Dispute Resolution (ADR) mechanisms.

Further to this, forward-thinking organisations are moving beyond reactive dispute resolution towards embedding ADR into governance structures to prevent escalation, restore trust and drive cultural change in what is described as a Dispute System Design (DSD).

Internal conflicts carry serious reputational, financial and governance risks.

High-stakes issues such as sexual harassment, major disagreements between directo...