Poor organisational justice


Tuesday, 30 July 2024
11.00am to 12.00pm (AEST)

Addressing psychosocial hazards and injuries in the workplace has evolved from being a simple update to an urgent responsibility for leaders. But not all risks can be analysed in a one-size-fits-all approach.

Such is the case with poor organisational justice.

While many businesses strive to meet the necessary standards, the real challenge lies in developing practical solutions to achieve these standards. This task becomes even more daunting when dealing with broad psychosocial risks like organisational justice, which essentially requires businesses to ensure fairness.

Our previous webinars discussed how to mitigate risks such as lack of autonomy, extreme job demands, unsupported remote working conditions, and sexual harassment, which could be analysed more straightforwardly. However, understanding fairness, biases, or justice systems and their psychological and physical harm can be particularly challenging.

Poor organisational justice and its link to procedural fairness

Under SafeWork Australia, poor organisational justice is defined by three main factors: a lack of procedural justice in decision making processes, insufficient information fairness in keeping teams updated, and inadequate interpersonal fairness in the treatment of staff.

In response to this, Kirsten Hartmann, Senior Workplace Relations Adviser, will delve into the psychological impact on employees when gaps exist within an organisation's compliance, such as their structure, processes, policies, and behaviours.

Drawing on her extensive experience in workplace investigations, she will discuss how prioritising procedural fairness can positively influence employees' perceptions of an organisation's commitment to justice.

While Ms. Hartmann will put on her compliance hat when dissecting this risk, John Brennan, our new CEO, will examine it from a leadership and workplace culture perspective. Together, they will provide insights on improving internal communication channels to ensure transparency to promote openness and accountability.


What we will cover

In this edition, our experts, John Brennan and Kirstenm Hartmann will explore what poor organisational justice entails, focusing primarily on ineffective communication channels and the lack of procedural fairness.

They will explore pragmatic, evidence-based strategies to help executives and stakeholders meet their psychosocial obligations and improve an employees' physical and psychological wellbeing.

Who is this for

  • Executives 

  • HR professionals

  • Senior managers

What to expect

Deep dive into the psychological impacts of poor organisational justice

  • what is organisational justice and how it poses a psychological risk

  • how can managers ensure organisational justice prevails

  • where should organisations start with ensuring commitment to organisational justice

  • how does it constitute a risk to mental health, and ways to mitigate this

  • how to find common ground with perceptions of fairness, bias and transparency, which are subjective

  • how does ensuring procedural fairness help, particularly during investigations

  • how can appropriate communication channels improve organisational justice

  • what are some strategies for conflict resolution when perceptions of unfairness arise 

Question and answers

If you've got a pressing question to ask our expert, submit them through our registration form below.

Meet our experts

John Brennan, Chief Executive Officer

Mr. Brennan is passionate about psychosocial risks and aims to cover the continuum from low level, or everyday examples of poor organisational justice (such as rostering issues, employees not being heard by managers or peers, sloppy management of private information) through to the major issues of appropriate policies, procedures and avenues of redress when inappropriate behaviours are experienced.

By featuring in this webinar, Mr. Brennan aims to touch on the topic of staff surveys and negligent management behaviours.

Kirsten Hartmann, Senior Workplace Relations Adviser

From undertaking large-scale investigations into HR/IR compliance issues to proactively implementing structural and policy changes, Kirsten's wealth of experience in compliance has helped businesses reduce the potential of negative outcomes in matters presented at Fair Work.

In this webinar, Ms. Hartmann wishes to help combat poor organisational justice by ensuring appropriate communication channels are in place and that procedural fairness permeates every aspect of the organisation's culture.

How to register

Fill out our form to register and receive a link to the webinar.