Why is treating people fairly important

People are not and never have been exactly the same. They have different needs, performance levels, personalities, work styles, motivations, and goals. When you honor this reality, you will be more likely to honor each person for who they really are. You cannot lose by being fair. You can and will lose a lot by painting everyone the same.

She has a passion for writing, editing, and pretty much anything to do with content. In her free time she frequents the Chicago music scene and writes reviews on shows for her own personal blog. It might be interesting to dig into how management styles have changed in North America and Western Europe since the plunge of ? And if things will fall back to old patterns established pre I agree Alec. That would be an interesting topic to examine. I would imagine that managers are working harder to show they appreciate their employees to prevent turnover and low productivity during this tough economic era.

With a global pandemic pushing businesses and organizations to go fully remote in the past year, management and human resources HR have put a tighter focus on automation and digitizing processes. Specifically, talent In a collaborative in-person office, you might have been an expert at tasks that Terms of Use Privacy and Security Policy.

Talent Management. Nicole Nicholson. The stats in this post were updated February Companies like Google are recognizing that by prioritizing justice behaviors they can decrease turnover, increase productivity, and reap an array of other benefits. Workload, rewards and prioritization Looking at fairness on a large-scale level, Sherf and his colleagues focused on structural organizational aspects that could affect workplace fairness.

When under high demands and time pressure, justice tasks, on average, tended to be pushed aside more. Rewards: Companies explicitly and implicitly reward technical tasks over justice tasks. This permeates corporate rhetoric on many levels — from what is mentioned in job descriptions to promotions. Sherf and his colleagues reached several conclusions.

Workload, the prioritization of technical tasks and low-justice rewards play a defining role in whether managers engage in justice behaviors required for employees to feel fairly treated.

If justice behaviors are seen as more important even as equally important as technical tasks , managers can achieve similar task performance while also finding ways to devote time to justice behaviors. The work we are doing through the Equality and Diversity Steering Group, which I chair, is all about working towards an environment where everyone is valued and treated equally.

The report shares experiences of people such as a year-old woman in Belfast who cared for her partner who died with dementia and cancer, and found lack of awareness of LGBT issues compounded an already deeply distressing time. This reinforces how important it is that we are all aware of how our unconscious bias can affect our own behaviours towards others. This new training is an important part of helping us understand diversity and now forms part of our mandatory training programme replacing the previous Equality and Diversity module.

I for one will be signing up as soon as I can, and would encourage you to do the same.