Chapter 11 Fairness and Diversity in the Workplace

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Chapter 11Fairness and Diversity in the Workplace

• Learning Objectives
• Understand the concepts of justice, fairness and
  trust
• Understand the impact of perceptions of injustice
  on attitudes, emotions and behaviour
• Understand diversity, the advantages and
  disadvantages of diversity in the workgroup

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Fairness

• Concept of justice
• Justice, fairness, and trust
• Is fairness treating everyone the same?
• Justice and fairness used to characterise an
  event or exchange relationship

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Trust

• Belief about how individual/organisation will
  act in future
• Psychological state
• Increasingly important in uncertainty and
  increased risk

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How is trust undermined?

• Unmet expectations
• Leader behavior
• Technology
• Individuals view of extent to which he/she is
  treated fairly will influence emotional,
  behavioural reactions in workplace
• How
• What manifestations

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Approaches to organizational justice

• Distributive justice
• Merit or equity norm
• Need
• Equality norm

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Approaches to organizational justice

• Procedural justice
• E.g. evaluation/appraisals
• Justice and self esteem
• Outcomes of perceived or actual injustice
• Outrage/violation

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Types of Justice
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Approaches to Organizational Justice

• Interactional justice
• Interpersonal and informational justice
• Sensitivity with which employees are treated
• Issues of respect
• Info sharing
• Justice vs. injustice

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The Practical Implications of Justice Perceptions

• Performance appraisal/evaluation
• Rewards and Bonuses

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The Practical Implications of Justice Perceptions

• Applicant perceptions of selection fairness
• Model of applicant decision making
• Rational economic model
• Rational psychological model
• Organizational model
• The rejected applicant

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Applicant Reactions in Selection
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• Special case of affirmative action
• Affirmative Action Programs (AAP) can take many
  forms
• Culture and AAPs
• South African legislative framework different to
  American understanding of AA

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AA in South Africa

• Redressing past imbalances
• Huge inequalities in schooling
• Huge injustices in employment practices
• Legislation requires employment equity and EE
  plans

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Perceptions of Fairness

• AA in South Africa constitutes fair
  discrimination and is encouraged by legislation
• May clash with merit based decisions
• But in accordance with equality-based and
  need-based definition of distributive justice

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Forms of AAP

• Specialised recruiting programmes intended to
  read underrepresented groups in the workforce
• Minority groups
• Industry supporting access to education via
  bursaries/scholarships
• Mentoring programmes
• Recruiting in marginalised communities

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Fairness

• Accessing different media to advertise and
  recruit
• Sending recruiters into schools targeting
  minority groups

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Diversity

• What does diversity mean?
• Dynamics of diversity
• Relational demography
• Diversity from the work group perspective

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Diversity

• Managing diversity from the organizational
  perspective
• Assimilation Model
• Protection Model
• Value Model

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Content of diversity

• Task Related
• Dept/unit membership
• Tenure
• Educational level knowledge/expertise
• physical skills and abilities

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Content of diversity 2

• Relationship oriented
• Socioeconomic status
• Age
• Race
• Ethnicity
• Religion
• Political membership
• Sexual orientation
• Other social identities
• Diverse range of course

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Contact Details

• Chao Nkhungulu Mulenga
• Room 4.27
• Telephone [phone]
• Email cmulenga_at_commerce.uct.ac.za
• Consultation Monday 1000 1200
• Tuesday 1130 1330
• Wednesday 1100 13 00
• Other times by appointment