Company A spent a lot of money creating a safety net for its laid-off employees when it had to downsize. The severance package included numerous pay weeks, in-depth outplacement support, and up to a year’s worth of health insurance. But senior managers never informed their staff of the reasons behind these layoffs or how they determined which positions to eliminate. In addition, the midlevel line managers who broke the news to the fired workers did so awkwardly, saying something to the effect of “not wanting to do this” before passing them off to the human resources office. Even those who retained their jobs expressed displeasure with how things were handled. Many of them had to wait until Monday to learn that their jobs were secure after hearing the news while driving home on Friday. Nine months later, the company continued to sputter. It had to conduct a second round of layoffs in addition to incurring significant legal fees defending against wrongful termination lawsuits, largely as a result of the first round’s poor management leading to a sharp decline in employee morale and productivity.
Contrarily, Company B did not provide a nearly as generous severance package when it downsized. However, before the layoffs took place, senior managers there clarified their strategic intent, and executives and middle managers alike made themselves available to respond to inquiries and express regret to both those who lost their jobs and those who remained. Line managers expressed sincere concern while informing people that their jobs were being eliminated through collaboration with HR. As a result, hardly any of the dismissed workers brought a wrongful termination claim. The employees took some time to get used to losing their former coworkers, but they recognized the reasons for the layoffs. And after nine months, Company B’s performance had surpassed that of the period prior to the layoffs.
Even though Company A invested significantly more money in its restructuring, Company B showed significantly more process fairness. In other words, workers at Company B felt that they had received fair treatment. Process fairness pays enormous dividends in a variety of organizational and people-related challenges, from reducing costs to boosting performance. According to studies, when managers uphold process fairness, their workers react in ways that directly and indirectly improve the organization’s bottom line. For example, process fairness is more likely to foster an innovative culture and generate support for new strategies. What’s more, it costs little financially to implement. In short, fair process makes great business sense. This article explores the paradox of why it isn’t consistently practiced by more businesses and provides suggestions on how to encourage greater process fairness within your company.
Why is fairness in the workplace important?
Employee safety and engagement in their work are influenced by fairness in the workplace. It fosters a productive work environment where employees are fairly compensated and management experts value each worker’s dedication.
Fair working conditions also guarantee that management professionals select the proper disciplinary measures for workers when necessary. This atmosphere frequently increases employees’ personal investment in the business’ success and lowers turnover.
Additionally, in order to comply with labor laws, businesses must uphold fair practices with their employees.
What is fairness in the workplace?
The standard by which sound judgment is applied to decide how justly to treat employees in their workplace is called “fairness in the workplace.” This fair treatment is determined by managers based on employee conduct and the workplace.
Fairness in the workplace includes how management treats staff members with decency and respect. It also encompasses the relationships between peers in a workplace. Fair workplaces treat employees equally to their peer groups of coworkers with comparable skill sets, regardless of demographics or connections to other employees.
How to exhibit fairness in the workplace
By ensuring that each employee has both what they deserve and what they actually need to succeed, you can practice fairness in the workplace. Try to establish guidelines and policies as a manager or employer that give both to your employees. You can use the following strategies to foster fairness at work:
1. Encourage mutual respect
Think about how you would want to be treated if you were in the other person’s shoes when interacting with your employees. People of all ranks must be held to the same standards of respect in order for there to be fairness in the workplace. Encourage this behavior among coworkers of all ranks, including managers and employees.
To set an example for all employees, treat each member of your team with respect and fairness. Take into account what other managers do to demonstrate their value to their staff in order to accomplish this. Inquiring about your team’s perspective on your approach to fair treatment is also beneficial.
2. Model correct behavior
You set the tone for your team’s behavior as the manager. As you work, try to keep this in mind and encourage productive, healthy work habits. If you see a worker struggling, assist them to promote teamwork-based behaviors. This frequently keeps your team inspired and every employee content.
For instance, if a manager frequently expresses their appreciation for their team and is happy to assist workers who are in need, this may inspire other workers to follow suit.
3. Change rules to promote fairness
Consider reviewing some of the workplace policies and changing any that do not support the environment you are attempting to create when promoting fairness in the workplace. But keep in mind that in these situations, rules might need to be applied to each employee individually. Because of this, implementing flexible work policies is frequently important.
For instance, if a worker with a disability is unable to work five days a week, you might think about implementing a work-from-home policy to accommodate their needs.
4. Communicate with your employees
Consider asking staff members and your team for feedback on what they require and how they view the rules that apply to them. Building a relationship of trust with your team members requires both an open line of communication and a positive outlook.
You could, for instance, take advantage of the opportunity to change a policy for one employee to ask your team members if the change would reduce their overall work stress. This practice helps you foster a healthy work environment.
5. Create transparent promotion procedures
Promotions are a benefit of doing outstanding work. Professionals frequently work to achieve these goals when employers inform them of the improvement goals and promotion standards.
Consider establishing clear guidelines for promotions and raises that you can use when dispensing these benefits. This enables you to use these structures as a reference when a worker inquires about the possibility of receiving a promotion themselves.
You can increase the transparency of your procedures by doing the following:
6. Commit to fair paychecks
Paying your employees fairly for their work is one of the most crucial ways to demonstrate your value to them. This pay should be equitable for all employees within your company and in line with industry standards. One easy way to keep turnover low and demonstrate your appreciation for your staff is to pay employees fairly across demographic groups while taking responsibility and skill level into consideration.
Consider having transparent pay structures in addition to fair pay to ensure that your employees are aware of the fairness of their compensation. Eliminating pay structure secrecy frequently fosters a positive work environment and ensures confidence between staff and management. Additionally, it demonstrates that management values and respects the wisdom of its employees.
7. Offer an appeals process
By allowing them to voice their opinions to a unbiased professional or platform, you can help allay some of your employees’ concerns about unfairness or questions about transparency in your company. It is advantageous to establish an appeals procedure that protects professionals’ employment and forbids any negative repercussions for raising issues.
This procedure also accounts for problems that staff members might be reluctant to discuss with their immediate supervisor. Due to circumstances like this, you can establish a system with your human resources department that addresses workplace issues in confidence and successfully.
How to Create a Fair Workplace: Crash Course Business: Soft Skills #15
FAQ
What is fair treatment in the workplace?
Fair treatment at work refers to equality and fairness in relation to monetary compensation, benefits, accommodations for disabilities, vacation time, and paid time off. In order to determine whether you are being treated unfairly, it is crucial for you, the employee, to comprehend what constitutes fair treatment.
What is fairness and equality in the workplace?
Fairness for both employees and job applicants is a key component of workplace equality. People may not be subjected to unfair treatment because of what the law refers to as “protected characteristics.” For example, because of a person’s sex, age or race.
Why is fair treatment in the workplace important?
Employees who are treated fairly and consistently at work develop trust, improve morale, are more loyal, and are more productive. Favoritism, on the other hand, breeds ill will and resentment toward the employer and those who receive favors.
What is considered fairness?
Fairness is the idea that something should be equal and not contradict recognized norms in sociology, law, and society at large. It has a connection to justice both legally and sociologically. Treating people equally or in a way that is morally right or reasonable is another aspect of fairness.
