Poor Organisational Justice
Poor organisational justice is when you are exposed to unfair treatment or there is a lack of justice in the workplace.
There are three main forms of workplace justice:
- Procedural justice refers to whether the workplace decision-making processes are fair and equal.
- Informational fairness refers to whether everyone going through the process is provided with clear and up-to-date information.
- Interpersonal fairness refers to whether people are treated with dignity and respect.
Organisational justice also refers to confidence that any issue or concern that arises in the workplace will be dealt with appropriately and you will be treated fairly. For example, if there are certain people in the workplace who appear to be “above the law” or just seem to “get away with” unacceptable or inappropriate behaviour, or if complaints about certain people (including senior management) just seem to go nowhere or get swept under the carpet, then this means there is poor organisational justice in the workplace.
Just, fair, and equal treatment are the cornerstones of our society, and we expect this to extend to our workplace. When we experience situations in the workplace that lack justice or fairness, it can lead to increased stress and cause harm to both our physical and mental health.
Poor organisational justice becomes a psychosocial hazard when it is
severe,
prolonged, or
recurring. When this happens, it is a health and safety risk that should be resolved.
Download “
Surveying Safety: Poor organisational justice in the workplace ” to identify the risk in your workplace.