Fairness at work

Fairtrade Fortnight 2017 runs from 27 February until 12 March. The Fairtrade movement is made up of ordinary people doing extraordinary things in their communities for Fairtrade.

With Fairtrade you have the power to change the world every day. With simple shopping choices you can get farmers a better deal, and that means they can make their own decisions, control their futures and lead the dignified life everyone deserves.

At 10Eighty we think aiming high is a sensible thing to do, so changing the world isn’t too much to ask and a fairer workplace is a good place to start.

What is fair?

This is what ACAS has to say:

  • Employers promote a culture that recognises diversity, addresses equality and tackles discrimination.
  • Employees feel safe and valued at work, and employers recognise and support their wider wellbeing.
  • Terms and conditions and pay levels are transparent, comply with the law and reward employees fairly.

The CIPD says that ’Evidence suggests that organisations that treat their employees with fairness, integrity and sensitivity are more likely to find that those employees respond with increased commitment and productivity.’

Last year the BSI launched the BS 76000 standard that says people are inherently valuable and are an organisation’s biggest asset. The standard provides a framework for any organisation to put processes in place that will help support that relationship. To facilitate the practical application of the standard, a set of Codes of Practice is being developed, with diversity and inclusion being the first.

Fairness-at-work-Fairtrade-Fortnight-2017 Fairness benefits all

Employee engagement and motivation are perennial topics for us and key to the issue is a human need for fairness; HR professionals need tools and processes to build trust and support fairness.

In a difficult economic environment and volatile marketplace organisations expect their staff to engage beyond the 9 to 5 contractual obligation, delivering over and above job descriptions. The quid pro quo is that organisations need to be real models of integrity and the quality of the relationship between the employee and the employer, is crucial.

Employees assess fairness at work using fairly straightforward criteria:

  • Workplace support – a good work environment and opportunities for professional and personal development.
  • Flexibility and autonomy – with regard to work schedules and how work is completed.
  • Inclusion and diversity – the value placed on all types of diversity among staff.
  • The length of service of employees at the organisation.

At a very basic level it matters because a research collaboration between Stockholm University and the University of East Anglia explored how perceptions of fairness and health relate to each other over time. The results suggests that employees who feel unfairly treated are more likely to develop health problems.

At 10Eighty we believe that enlightened organisations design jobs around employees’ values, motivators and strengths. They focus on investment in people management because adopting a proactive approach enhances engagement, performance and productivity.

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Michael Moran – CEO 10Eighty

A blog about career and talent management, things that might help you with your career and in your job.

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