In my previous two blogs, I have looked at the two most common (or most recognised) forms of Organisational Justice, Distributive Justice and Procedural Justice; however, an equally important facet, and one that has a natural link with the main facets (particularly Procedural Justice), is ‘Interactional Justice’. This ties in with the whole idea that the role of justice and fairness (such as the courtesy and openness of interpersonal behaviour) in relation to motivation is becoming more prominent.
This blog will specifically look at Interactional Justice within the context of Equal Opportunities and Fair Treatment in an organisation. If your organisation could benefit from tailored Equal Opportunities and Fair Treatment policies, then please do not hesitate to contact one of our advisers in Glasgow or Edinburgh.
Following on from my blog last month which looked at the Distributive Justice of Equal Pay under the Equality Act, I thought I would look at ‘Procedural Justice’ – another important and well-known facet of ‘Organisational Justice’ – with particular regard to ensuring an organisation’s disciplinary procedure is consistent and fair.
Gillian looks at the benefits of E-Learning for organisations in her latest blog post. If you would like to learn more or receive a demonstration on Gravitate HR’s E-Learning module, then please contact one of our advisers in Edinburgh or Glasgow.
The Equal Pay Act 1970 was the main piece of UK legislation with regard to the pay of men and women and has since been incorporated into the Equality Act 2010. The Act looks at pay in three main areas: (1) Work that is the same, or broadly the same; (2) Work of equal value; and (3) Work that is rated the same as that of a comparator. There are no shortage of articles and publications on the topic of equal pay, so I thought that I would write this article with a slightly different focus – the ‘Distributive Justice’ of equal pay under the Equality Act.
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