INTRODUCTION

At MeVitae, we believe fair decision-making is the foundation every organisation should be built on but stopping there isn’t enough. True progress means going beyond the minimum. It means understanding what fairness requires in practice and pushing for better across every part of the workplace.

So what does fairness really look like, and where do we go from here?

Keep reading to find out.

MEVITAE FAIRNESS EXPERTS

According to MeVitae’s fairness experts:

Fair decisions are, to the extent feasible in the given situation, non-arbitrary, objectively reasonable, consistent, transparent, considerate of equality implications, and respectful of the personal circumstances and individual agency of each person affected by the decision.

WHAT THIS MEANS

Let’s break down what this means in practice-and why it matters.

1. Non-Arbitrary Decisions Fairness begins with decisions that are not made randomly or based on personal whims or unconscious biases. Instead, fair decisions are grounded in logical reasoning and clear criteria. This helps ensure that employees feel their treatment is justifiable and not subject to favoritism or caprice.

2. Objectively Reasonable Decisions Objectivity is key. Decisions should be based on observable facts and evidence, applying rational and sensible standards that are relevant to the situation. This means using data and established benchmarks, rather than subjective impressions, to guide actions such as hiring, promotion, or performance evaluation.

3. Consistency Consistency means applying the same rules and standards to everyone in similar situations. This promotes predictability and trust, as employees know what to expect and can see that policies are enforced uniformly. Inconsistent decision-making can quickly erode morale and lead to perceptions of unfairness.

4. Transparency Transparency requires that decisions are made openly, with clear explanations provided where possible. When employees understand the reasoning behind decisions-such as promotions, pay, or disciplinary actions-they are more likely to perceive those decisions as fair, even if the outcome is not in their favor.

5. Considerate of Equality Implications Fairness also means ensuring that decisions do not unfairly disadvantage certain protected groups, such as those based on gender, race, disability, or other characteristics. This goes beyond mere equality-treating everyone the same-to embrace equity, which recognizes that individuals may need different levels of support to achieve similar outcomes. Proactively considering the impact of decisions on diverse groups helps prevent systemic bias and fosters a more inclusive workplace.

6. Respectful of Personal Circumstances and Individual Agency Finally, fair decisions take into account the unique situations and autonomy of each person affected. This means acknowledging individual needs, challenges, and aspirations, and respecting each person’s right to participate in decisions that affect them. Such respect is foundational to dignity at work and helps employees feel valued beyond their immediate output.

Fairness in the workplace is not just a moral imperative: it’s a business necessity.

WHAT IS A FAIR WORKPLACE?

When employees perceive their workplace as fair:

• Well-being and productivity increase.
• Employee satisfaction and retention improve.
• Companies see higher engagement, loyalty, and performance.
• Serious legal risks, including class action lawsuits, and grievances are reduced.

WHAT IT MEANS TO YOU

So, what does Fairness mean to you?

Stay tuned for more MeVitae articles as we explore the applications of fairness to current problems, such as using AI ethically in human resources processes.

Have a look at what we do, having Fairness at our core: mevitae.com

Guiding Your Way, Fairness Today