Fairness in the Workplace: Why It Matters and How to Improve It

Have you ever found yourself thinking, “That’s just not fair” at work? Most of us have. Whether it’s a colleague getting credit for your idea, inconsistent treatment from a manager, or feeling left out of the loop, perceived unfairness can take a major toll on trust and retention-and often results in drama and turnover.

And here’s the kicker: in the workplace, perception is reality.

Fairness isn’t about treating everyone exactly the same. It’s about being equitable, consistent, and transparent. In this post, we’ll explore what causes employees to feel things are unfair, and how your workplace can impact perceptions of fairness.

Things that Contribute to Negative Perceptions of Fairness

🔄 Inconsistent Treatment

• Rules and policies are not applied the same way to everyone.

• Some employees seem to get away with behaviors others are disciplined for.

• Performance standards vary from person to person.

• Workload and recognition are inequitable.

🌟 Favoritism and Nepotism

• Managers give certain employees special treatment (e.g., better projects, more flexibility, recognition).

• Friends or relatives are hired or promoted without merit.

  
  

🙉 Lack of Listening or Voice

• Employees feel their concerns or ideas are ignored.

• No safe channels exist to express feedback or concerns.

💬 Poor Communication and Lack of Transparency

• Some team members receive more information or advance notice than others.

• Leadership is vague or secretive about important decisions (e.g., raises, promotions, layoffs).

• Employees don’t understand how promotions, pay increases, or bonuses are determined.

Develop Your Managers

Organizational fairness starts with leadership. Train your managers to be consistent, transparent, and empathetic and to avoid the missteps listed above. Favoritism (whether real or perceived) destroys trust. According to a Great Place to Work study, 70% of U.S. employees believe their managers play favorites, so it's a big problem. This includes subtle signals like spending more time with certain team members or offering them better opportunities.

Company-Wide Fairness Practices

If you want to create a culture of fairness across your organization, take the following actions:

1. Review Policies Regularly – Ensure they’re equitable and inclusive.

2. Promote Well-being – Show employees they’re valued beyond their productivity.

3. Recognize Contributions Equally – Praise should be based on merit, not popularity.

4. Be Transparent – Clearly communicate criteria for promotions, pay increases, and disciplinary actions.

5. Give Employees a Voice - Provide safe and accessible outlets for employees to share concerns (whether with you, HR, or through anonymous channels).

Perceived fairness isn’t just about what you do, it’s about how it feels to others. Small actions and unintended biases can have a big impact, so it’s essential to reflect on how decisions and behaviors might be impacting it and implement practices to create a culture of fairness.