Take responsibility for your workplace's norms to make it fairer

[WORLD] Fostering fairness isn't just a moral imperative—it's a strategic advantage. Organizations that proactively shape their workplace norms to promote equity and inclusion are witnessing enhanced employee engagement, improved productivity, and a stronger organizational culture. This article explores actionable strategies for leaders to take charge of workplace norms and cultivate a fairer, more inclusive workplace.

Fairness in the workplace encompasses equitable treatment in hiring, promotions, compensation, and daily interactions. When employees perceive their environment as just, they are more likely to be engaged, loyal, and productive. Conversely, perceived unfairness can lead to disengagement, increased turnover, and a toxic work culture.

Recent data from Gallup’s 2023 State of the Global Workplace report revealed that only 23% of employees worldwide feel strongly that their organization treats them fairly. This signals a significant gap between perception and intent—one that businesses must address through more intentional and sustained cultural shifts. Bridging this gap requires not only policy changes but also deep structural and interpersonal work across departments.

Research underscores the significance of fairness:

• A 2021 Harvard Business Review survey found that higher perceptions of fairness can improve employee performance by up to 26%.
• Companies recognized as 'Great Places to Work' report that 86% of employees believe they receive a fair share of profits, and 91% trust their managers to be impartial.

These statistics highlight that fairness is not merely a feel-good concept but a driver of organizational success.

Strategies to Shape Fair Workplace Norms

Define and Communicate Fairness Clearly: Begin by establishing a shared understanding of what fairness means within your organization. Involve employees in discussions to ensure diverse perspectives are considered. Clearly articulate organizational values that prioritize fairness, transparency, consistency, and inclusion. Ensure these values are embedded across policies, procedures, and daily interactions.

Incorporating fairness into onboarding and ongoing training is one effective approach to reinforce these values. Some organizations have introduced “culture playbooks” that outline expected behaviors and fairness standards, helping new hires understand the norms from day one. Others conduct quarterly ‘culture audits’ to identify misalignments between stated values and employee experiences.

Lead by Example: Leadership plays a pivotal role in setting the tone for workplace culture. Leaders should model fair behavior in decision-making and interactions. Demonstrate accountability and consistency in applying policies. When leaders exemplify fairness, it encourages employees to mirror these behaviors.

A compelling example is Microsoft’s internal commitment to inclusive leadership training, which became mandatory for all managers globally in 2022. This program includes modules on equitable decision-making and building psychological safety, contributing to a more transparent and accountable leadership culture. Such initiatives serve as blueprints for other organizations aiming to embed fairness at every level.

Implement Transparent Policies and Practices: Develop and enforce policies that promote fairness in recruitment, promotions, compensation, and grievance handling. Ensure these policies are applied consistently and are accessible to all employees. Regularly review and update policies to address emerging issues and maintain relevance.

Foster Open Communication: Create channels for employees to voice concerns, provide feedback, and report issues without fear of retaliation. Encourage open dialogue through surveys, town halls, and one-on-one meetings. Actively listen to employee input and take appropriate action to address concerns.

Address Bias and Promote Inclusivity: Regularly assess workplace processes to identify and mitigate biases. Provide training on unconscious bias and inclusive practices. Implement measures to ensure equitable opportunities for all employees, regardless of background.

While many companies conduct diversity training, fewer follow up with measurable goals. Experts now recommend linking inclusivity efforts to key performance indicators (KPIs). For instance, tracking promotion rates across demographics or conducting blind resume reviews has become a standard practice among leading equity-focused organizations. This shift from awareness to accountability is proving more effective in driving systemic change.

The Role of Organizational Dissent in Promoting Fairness

Encouraging constructive dissent is vital for identifying and addressing issues that may undermine fairness. When employees feel safe to express differing opinions, organizations can uncover blind spots and implement necessary changes. A culture that values dissent fosters continuous improvement and demonstrates a commitment to fairness.

In response to rising employee activism, companies are now establishing formal 'employee voice councils'—internal panels that provide structured feedback to leadership. These councils have become critical in surfacing fairness-related concerns and ensuring that employees at all levels contribute to shaping workplace culture. Research from MIT Sloan Management Review notes that companies with robust feedback mechanisms report 40% higher trust levels among their workforce.

Measuring the Impact of Fairness Initiatives

To assess the effectiveness of fairness initiatives, organizations should:

• Conduct regular employee surveys to gauge perceptions of fairness.
• Monitor turnover rates and reasons for departure.
• Analyze performance metrics to identify disparities.
• Solicit feedback on policies and practices.
• Utilize this data to make informed decisions and continuously refine fairness strategies.

Taking charge of workplace norms to promote fairness is not a one-time effort but an ongoing commitment. By defining fairness, leading by example, implementing transparent policies, fostering open communication, and addressing bias, organizations can create an environment where all employees feel valued and empowered. This, in turn, leads to enhanced engagement, productivity, and organizational success.