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Workplace Fairness is based on the assumption that all participants should be treated with equality of concern and respect in the management of workplace conflict. A Workplace Fairness system seeks to manage conflict in the workplace. Every workplace has a system. Some externally imposed. Others more deliberate and internally generated. This slide deck explains how the Workplace Fairness System is measured.
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The Science of Workplace Fairness
Workplace Fairness Institutewww.workplacefairness.ca
(c) Blaine Donais, Workplace Fairness Institute 2007
The Workplace Fairness Institute
The Workplace Fairness Institute is a Canadian organization that provides people and organizations with fair, effective and sustainable solutions for preventing, resolving and managing workplace conflicts.
(c) Blaine Donais, Workplace Fairness Institute 2007
The Workplace Fairness Institute
Blaine Donais B.A., LL.B., LL.M. (ADR), RPDR, C.MED, WFA., President and Founder.
Author of ‘Workplaces That Work’ and ‘Engaging Unionized Employees’. Wrote the WFI WHITE PAPER on Workplace Conflict Management in Canada.
(c) Blaine Donais, Workplace Fairness Institute 2007
Alberta BranchCo-Directors
Marjorie Munroe, C.Med, W.F.A.The PULSE Institute
Michelle Phaneuf, P.Eng Q.Med REA - Reaching Enduring Agreements
(c) Blaine Donais, Workplace Fairness Institute 2007
Workplace Fairness
What is Workplace Fairness?All participants should be treated with equality
of concern and respect in the management of workplace conflict.
What is a Workplace Fairness System?The system that seeks to manage conflict in the
workplace.Every workplace has a system.Some externally imposed.Others more deliberate and internally generated.
(c) Blaine Donais, Workplace Fairness Institute 2007
Goals of a Workplace Fairness System
To assist organizations in dealing with culture, change, respect, diversity and resources.To manage conflict.To enhance organizational image.To attract/retain and engage quality employees.To save money.To prevent litigation and meet legislative requirements.To promote health and wellness of staff.
(c) Blaine Donais, Workplace Fairness Institute 2007
How do we Measure Workplace Fairness?
Four Measures of the Fairness System Evaluation:
A. Justice
B. Efficiency
C. Engagement
D. Resources
(c) Blaine Donais, Workplace Fairness Institute 2007
(c) Blaine Donais, Workplace Fairness Institute 2007
WORKPLACE FAIRNESS EVALUATION MEASURES
JusticeAccess
ApplicabilityIndependence
ProtectionSupport
Procedural FairnessEnforcement
Legal
EfficiencyInterests/Needs
AlternativesSelf-Help
CostFlexibilityEducationTimeliness
EngagementParticipant Buy-In
Involvement
ResourceHuman
FacilitiesFinancial
Continuous Improvement
A. Justice Measure
1. Access : How accessible is this system to all the workplace participants? 2. Applicability : How far does the system go to cover employer actions? 3. Independence : How independent is the system from manipulation? 4. Protection : How well does this system protect its participants?
(c) Blaine Donais, Workplace Fairness Institute 2007
A. Justice Measure (cont)
4. Support : How well does this system support its participants?5. Procedural Fairness : How well does this system accommodate due process?6. Enforcement : How well does the system enforce agreements and decisions?7. Legal : How well does the fairness system protect the legal rights of the participants?
(c) Blaine Donais, Workplace Fairness Institute 2007
1. Interests : Is there enough emphasis placed upon meeting the workplace participants’ interests or needs?
2. Alternatives : How well does the fairness system provide for alternative measures?
3. Self-Help : How well does the fairness system encourage individuals to resolve their own conflicts?
B. Efficiency Measure
(c) Blaine Donais, Workplace Fairness Institute 2007
4. Cost : How cost effective is the fairness system?
5. Flexibility : How flexible is the fairness system in allowing managers to craft good solutions?
6. Education : How well does the system educate participants?
7. Timeliness : How quickly are matters resolved?
B. Efficiency Measure (cont)
(c) Blaine Donais, Workplace Fairness Institute 2007
1. Participant Buy-in : How well does this system achieve participant buy-in?
2. Involvement : Has there been
appropriate stakeholder consultation throughout development, implementation and monitoring of the process?
C. Engagement Measure
(c) Blaine Donais, Workplace Fairness Institute 2007
D. Resource Measure1. Human Focus: How well is the system supported by professionals, support staff and external consultants?2. Facilities : Does the system have adequate facilities and services?3. Financial : Does the system have adequate financial resources?4. Continuous Improvement : How well does the system improve itself through self-evaluation and system change?
(c) Blaine Donais, Workplace Fairness Institute 2007
Fairness System Assessment Process
Stage 1 - Environmental AnalysisWorkplace Culture ChecklistWorkplace Staffing Resources TemplateWorkplace Conflict Checklist
Stage 2 – System Identification and EvaluationFairness System ChecklistFairness Cost Analysis ToolTesting Instrument for Fairness Systems
Stage 3 – System Amendment ProcessAmended Fairness System ChecklistAmended Testing Instrument for Fairness Systems
(c) Blaine Donais, Workplace Fairness Institute 2007
Fairness Systems Assessment Process
Stage 1: Environmental AnalysisWorkplace Culture - size, sector, industry, governing
laws, language, fashion, union, conventions, power relationships
Workplace Staffing Resources – What are the key roles in the organization? What training and interest in conflict is evident?
Workplace Conflict – Explore common sources of conflict including interpersonal, organizational, and external factors.
Fairness Systems Assessment Process
Stage 2: System Identification and EvaluationFairness Systems: What are the existing procedures
and options for addressing conflict?Fairness Cost Analysis: what is the current cost of
conflict? Consider absenteeism, management, HR costs, productivity.
Testing Instrument for Fairness Systems: Evaluate against four measures – Efficiency, Justice, Engagement, Resources.
Fairness Systems Asessment Process
Stage 3: System Amendment ProcessSuggest changes to Fairness SystemEvaluate against the four measures once again.
Phase INeeds Exploration -
AssessmentOrganization strikes a teamto assess present fairnesssystem and determine needfor changes
Phase IISystem Design
Team designs a new systemand builds a contract with
the organizational leadership
Phase IIIImplementation
Team pilots, markets andimplements the new
system
Phase IVMonitoring
Team monitors, assessesand reinforces the new
system. Where need fortotal system review occurs,
cycle back to phase I.
Four PhaseSystems Design Process
(c) Blaine Donais, Workplace Fairness Institute 2007
Workplace Fairness Design Process
Workplace Fairness Scale
(c) Blaine Donais, Workplace Fairness Institute 2007
2.34
2.262.48
1.92
Score out of 5 for typical Non-Union Workplace
JusticeResourceEfficiencyEngagement
Hire a Workplace Fairness Analyst
Read Workplaces That Work
Visit the Workplace Fairness Institutewww.workplacefairness.ca
Become a Fairness Consultant
Study the Science of Workplace Fairness
(c) Blaine Donais, Workplace Fairness Institute 2007
Contact Alberta Co-Directors
Marjorie Munroe, C.Med, W.F.A.The PULSE Institute 403.542.6998www.pulseinstitute.com
Michelle Phaneuf, P.Eng, Q.Med REA - Reaching Enduring Agreements 403.243.0147www.rea-agreements.com
(c) Blaine Donais, Workplace Fairness Institute 2007
