Justice and Fairness in the Workplace

Flashcards covering key concepts related to justice, fairness, discrimination, and diversity in the workplace.

Fairness

The quality of treating people equally or in a way that is right or reasonable.

Justice

Fairness in the way people are dealt with.

Discrimination

Treating a person or a particular group of people differently, especially in a worse way than how you treat other people, because of attributes like skin color, sex, or sexuality.

Justice as an individual feature

Justice that begins with how each person acts, treats others, and makes moral decisions.

Obligation, enforceable

Duties or obligations that people must follow, often enforceable by law or authority.

Fairness, no arbitrariness

Treating people equally and not making random or biased decisions; ensuring rules and outcomes have clear, justifiable reasons.

Equal Liberty Principle

Everyone should have equal basic rights and freedoms, as long as it doesn’t limit others’ freedoms.

Fair Equality of Opportunity & the Difference Principle

Inequalities are only justified if they benefit everyone, especially the least advantaged, and opportunities are open to all.

Distributive Justice

Focuses on whether rewards are fairly distributed based on effort and contribution.

Procedural Justice

Focuses on whether the rules and procedures are fair and consistently applied when making decisions.

Interactional Justice

Focuses on whether people are treated with respect, dignity, and honesty, regardless of the outcome.

Equitable Compensation

Ensuring fair pay based on skills, experience, and performance.

Fairness in Hiring

The recruitment and selection process should be unbiased and based on merit, ensuring everyone has an equal chance to apply and be selected.

Glass Ceiling

Invisible barriers that prevent certain groups from advancing to top positions.

Distributive Justice in Hiring

The hiring result should match the applicant’s qualifications and effort.

Procedural Justice in Hiring

The methods used to select someone should be valid and fair.

Valid procedures

Good at predicting performance but are often seen as unfair by applicants.

Less valid procedures

May be less scientifically accurate, but applicants feel more respected.

Positive discrimination

Giving everyone the same chance after unfairness isn’t enough; true fairness means helping disadvantaged people close the gap caused by past inequality.