Are you being fair…?

A simple question can be powerful.

When a business asks its employees, “Are we being fair?” it demonstrates genuine care and a commitment to understanding an employee's perspective. This simple yet powerful question reflects a willingness to listen, foster a supportive work environment, and show that you are taking steps to create equity and trust within the workplace.

This article provides some insight into why fairness matters, how employees perceive it, and what business leaders can do to create greater fairness (equity) and, as a consequence, a more harmonious workplace. The good news? Fairness is often easier to achieve than you might think.

The Fairness Factor: Why It Matters

At its core, fairness in the workplace fosters trust and strengthens employment relationships. Research has shown that fairness influences employee satisfaction, job performance, and retention. Consider this: when employees perceive that benefits, promotions, or even work assignments are allocated equitably, they are more likely to stay engaged and go the extra mile. Conversely, when fairness is missing, things can unravel quickly, leading to dissatisfaction, disengagement, and (cue dramatic gasp) employees walking out the door.

For Australians, fairness seems to be of particular importance. In a competitive labour market, retaining skilled workers is no small feat, and fairness can be a key factor to having employees stay a little longer. Whether it’s urban offices or regional hubs, employees are looking for workplaces where they’re not just another cog in the machine but an integral part of a fair and just organisational ecosystem.

Employees’ Take on Fairness: It’s Personal

Fairness is as much about perception as it is about policy. Employees see fairness through multiple lenses. Here are several key perspectives through which people evaluate fairness:

Distributive Fairness: This focuses on “who gets what.” Employees judge fairness based on the perceived equity of outcomes, whether it's salary, promotions, or benefits. For example, if an organisation’s high performers aren’t rewarded proportionally, it creates a sense of distributive injustice.

Procedural Fairness: The how is just as important as the what. Transparent and unbiased processes signal fairness, whether for promotions, grievance redressal, or resource allocation. When decisions are shrouded in mystery, employees start guessing, and the outcome is rarely flattering.

...when fairness is missing, things can unravel quickly, leading to dissatisfaction, disengagement, and (cue dramatic gasp) employees walking out the door.

Interactional Fairness: Respect and dignity in day-to-day interactions are critical. Employees aren’t robots; they crave respectful communication. A consistent, considered, and personable approach is needed, where they are recognised for their efforts.

Informational Fairness: Transparency about why and how decisions are made significantly affects fairness perceptions. Employees want clear explanations—after all, nobody likes being left in the dark or, worse, made to look like a fool.

Importantly, fairness is dynamic and deeply personal. A rural accountant’s idea of fairness might hinge on access to career opportunities, while a financial sector employee in a metropolitan region could focus on how benefits are distributed. Tailoring fairness initiatives to these nuanced needs is crucial. This requires understanding how people see fairness - it requires a business to ask questions.

Building Fairness: Explaining the rules

Fairness in Australian businesses isn’t just a feel-good initiative; it can be an advantage if done right. But how do businesses get it right? Here are a couple of tips on ‘Are you being fair?’:

Be extremely Transparent: Transparency is a non-negotiable. Whether it’s about how salaries are determined or why a particular policy exists, providing employees with clear, detailed information goes a long way. Use informal meetings, newsletters, or even Q&A sessions to ensure no ambiguity.

Listen Actively: Employees want to be heard—so let them speak! Set up channels for honest feedback and, more importantly, act on it. A suggestion box that collects dust is worse than no suggestion box. Importantly, don’t keep the suggestions a secret.

Tailor Benefits Thoughtfully: As one study highlighted, rigid, one-size-fits-all can come across as being unfair. Offering flexible perks, rewards and benefits, where employees can choose. It signals that the business values individual needs.

Empowerment: Support those on the front lines as ambassadors of fairness. Equip them with training on how to handle interpersonal conflicts, communicate decisions, and resolve grievances in a way that aligns with fairness principles.

Equity Over Equality: Being fair doesn’t always mean treating everyone the same. Sometimes, it’s about realising we all start from different places and making some adjustments to balance things out. For example, giving flexible hours to someone who cares for family or offering extra training to someone getting back into work after a break is a way to help out.

Encourage Fairness in Policies and Practices: How policies are implemented is crucial to their success. Regular checks can help ensure that promotions, pay, and resources are distributed fairly (equitably) and illuminate any hidden biases or contradictions.

Wrapping Up with a Smile

Fairness may not solve all workplace challenges, but it’s a great place to start.

Employees who feel fairly treated are more likely to bring their A-game, collaborate effectively, and stay around a bit longer. And, for those who provide leadership, practising fairness isn’t just about hitting KPIs—it’s about promoting a workplace ecosystem that thrives on trust and respect.

As Australian businesses continue to navigate a dynamic and competitive landscape, fairness remains a timeless and universal key to unlocking potential. Let’s face it: nothing feels better than being known as the person who keeps it fair - and no one wants to be the person who is seen to be unfair.