What does “Fair” mean to you?
In your organization, do you strive to treat everyone the same? Or do you strive to understand the nuanced differences between each individual and provide the supports, benefits, and environment they each need for success?
The idea that treating employees the same results in fairness stems from the industrial revolution, a time when workers were equated to cogs in a wheel, all the same. It also is an attempt to make easier the real work of management and leading — if we just set one rule for everyone than we don’t have to think too hard or engage in difficult conversations moving forward. But let’s be honest, this doesn’t actually work and, instead, leads to resentment and dissatisfaction.
Dress codes are a good example of this phenomenon. At some point, someone came into work in something that a leader deemed “unacceptable” and instead of having an honest 1:1 conversation with that person about why the chosen outfit might not be acceptable and what that person might need to successfully dress for their role, the leader implemented a company-wide dress code. Thousands of dollars were likely spent to create and review the policy, expensive lawyers consulted, and time consuming trainings delivered. The question is, did it work? You might have people wearing slacks or skirts or whatever is required, but do they actually look any more presentable? Chances are slim.
The next time you’re tempted to create, modify, or refer to a company policy when addressing an individual employee’s needs or desires, take a step back and consider why you’re doing so. Is it so that you can avoid a messy conversation? Will the outcome of such an approach be the one you’re hoping for?
“Fairness does not mean everyone gets the same. Fairness means everyone gets what they need.” — Rick Riordan , The Red Pyramid
Inspiration article: https://www.bizjournals.com/bizjournals/how-to/growth-strategies/2014/02/treating-employees-fairly-not-the-same.html
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