Six Rules For An Inclusive Organisation Using Procedural Justice

An Inclusive organisation is a fair organisation

But what does fair actually mean?

One way to think about fairness is Procedural Justice

I’m going to give you six rules to know that you’ve got it right

Get your pen and paper ready because we’re going to be talking about the importance of procedural justice

I’m going to give you Six Rules that you can use at work today to check if your organisation is fair

This is the first in a three-part series about Organisational fairness

In todays show we discuss several things including:

  • The importance of Procedural Justice
  • The relationship between Procedural Justice and Fairness
  • Why Procedural Justice alone is not enough

Here’s some of what I share in the show:

When people talk about fairness in organisations it’s useful to talk Procedural Justice

“Procedural justice refers to the perceived fairness of the processes within an organisation. Why, because processes lead to outcomes and we want to know that the outcomes that we create at work are fair”

There are Six Rules of Procedural Justice that you can apply

“what I am going to do is share six rules created by influential researcher Leventhal. These rules are 40 years old but they are classic”

If you’re breaking the Six Rules, there’s a good chance that your processes are unfair

“In practice, if you follow these six rules you are more likely to have procedural justice within your organisation. You’re going to see that enforcing these rules are much more difficult than describing them “


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The Elements of Inclusion #4

Leaders must collaborate innovatively to leverage cultural expertise and drive business performance.

  • Why inclusive outcomes are driven by innovation
  • How developing a business case for diversity and inclusion specific to your organisation is a competitive advantage
  • Why novelty is at the heart of your inclusion journey

The Elements of Inclusion #3

Leaders must establish systems to ensure that everyone shares the same advantages and benefits. These processes will create incentives for inclusive behaviours.

  • How to augment your team with the tools and insights they need to prevent structural disadvantage
  • Why reinforcing generative norms ensures everyone belongs in the organisation
  • How inclusive representations can be embedded to promote an inclusive culture

The Elements of Inclusion #2

Leaders must redefine career development relationships to support inclusive performance.
  • Why traditional mentor relationships must be revised for an inclusive workplace
  • How leaders must embrace networks of developmental relationships for individual growth
  • Why established workplace norms must evolve for inclusion in the modern workplace

The Elements of Inclusion #1

Leaders must properly socialise people and socialise inclusive ideas by providing an environment for the cultural learning needed for an active role in an inclusive organisation

  • How your socialisation processes must evolve to encourage the sustainable cultivation of inclusive competencies
  • Why Leaders must consistently negotiate the line between organisational commitment and personal authenticity to promote performance
  • How developing intersectional self awareness can help leaders to leverage individual employee experiences