SUMMARY: Fairness & Integrity involves leadership which is honest, transparent and consistent, where there is fairness and equity in decision-making, and a humble understanding of personal limitations and biases.
Why this matters:
There are many benefits to having a focus on fairness and integrity in the workplace such as:
- All your employees trust your leadership
- Discrimination is eliminated or reduced
- Problematic employee issues are addressed
- Employees are much more likely to want to do their best work
- You are more likely to have a high functioning team
Fairness and Integrity is a construct about how employees perceive your personal character and trustworthiness. This is linked to other domains.
Suggested actions and resources by statement:
1. “I know how and when to adapt my communication style to facilitate effective interaction with different employee personalities, emotional states, or learning styles.”
- Building Emotional Intelligence
- Adapt to all learning styles
2. “I regularly ensure that all employees who report to me have clarity in terms of job expectations and task priorities.”
- Conduct Productivity Review with each direct report
3. “Even when I am not authorized to share information, I communicate effectively with my employees to address any unnecessary fear or concern.”
- Seek clarity about the information you can share, and when you can share it
- Discuss any concerns being expressed by your employees with your superiors, and ask for help to manage the fear
4. “I support the needs of employees with mental health issues who are trying to stay productive at work.”
- Supporting Employee Success: A tool to plan accommodations
5. “I take active steps to create a work environment that is free of stigma and discrimination.”
- Framework to Eliminate Stigma
6. “I notice when an employee is disengaged, and I try to help resolve the challenges they are facing.”
- Have a team discussion to generate ideas about what you can do to support employee engagement
- Employee Engagement Facilitator’s Guide
7. “I have a strong understanding of what makes each of my employees feel appreciated for their efforts.”
8. “I recognize efforts and successes in ways that are meaningful to each particular employee.”
- Recognition & Reward suggested responses
9. “I am aware of how my stress and frustration can impact others at work.”
- Identifying Workplace Issues (questions to ask before engaging)
- Do the Emotional Intelligence Skills Assessment
10. “I ensure our team interactions remain respectful for all, regardless of current workplace demands and stressors.”
- Ask your team what they feel civility and respect means in your workplace
11. “I ensure that all team members demonstrate civility in their workplace interactions.”
- Helping raise awareness of the impact of employee behaviour
12. “I effectively resolve workplace conflict in a way that preserves the respect and dignity of all participants.”
- A process to resolve conflict
13. “I hold members of my team accountable for every instance of inappropriate workplace conduct.”
- Be clear about what people will be held accountable for, and what the consequences will be https://www.workplacestrategiesformentalhealth.com/mmhm/pdf/articles/Discussing_Difficult_Topics_Effectively.pdf
- Identify your barriers to taking action
14. “Where possible, I consult with employees on potential decisions and changes that may affect their work.”
15. “As soon as possible, I inform employees in a clear and positive manner of changes outside of my control that may impact how their work is done.”
- Helping Employees Manage Change
16. “I monitor my team's workload demands on an ongoing basis, and make adjustments as needed.”
- Include review of workload demands in regular face-to-face meetings
17. “I ensure that employees have the skills and resources they need to meet the psychological and emotional demands of their job.”
- On the Agenda: Psychological Competencies & Requirements
18. “All my employees would agree that I fairly and promptly resolve workplace issues and disagreements.”
- https://www.workplacestrategiesformentalhealth.com/mmhm/conflict.html
- Watch conflict video above for helpful strategies
19. “I ensure the mental and emotional effort required by my employees to do their work is reasonable.”
- On the Agenda: Workload Management
20. “I require employees to take their entitled breaks and time off (e.g., lunchtime, breaks, vacation time).”
- Balance: Facilitator’s Guide
21. “When an employee expresses a conflict between work and personal demands, they trust me to support them in finding an effective solution.”
- Balance: Facilitator’s Guide
- Clear Leadership & Expectations: Facilitator’s Guide