Building a Fair Share society and economy is essential for fostering a sense of belonging, inclusivity, equity, and respect in the workplace. In corporate India, this means addressing systemic biases that impact various segments of diversity. These segments include women, LGBTQIA+ individuals, persons with disabilities (PwD), and other racial, regional, and vernacular minorities.
Each group faces unique challenges that require tailored approaches for meaningful progress. Moreover, a one-size-fits-all solution can often be more harmful than beneficial. By cultivating a culture that values diversity in all its forms, organisations can enhance their performance. They can also contribute to a more engaged and satisfied workforce, ultimately fostering a more equitable society.
Building a Fair Share economy and society: Understanding the landscape
A Fair Share society must acknowledge the diverse experiences and barriers faced by various groups. The Women in the Workplace report by McKinsey highlights that women in the workplace often encounter scepticism about their qualifications and worth. The 2023 survey found that women in leadership are more likely than men to have colleagues who imply that they aren’t qualified for their jobs. This phenomenon can also be seen among LGBTQI+ leaders and individuals with disabilities. These biases are detrimental to the affected individuals and the organisations that fail to recognise and address them.
For instance, LGBTQIA+ employees may experience workplace discrimination. It leads to lower morale and engagement. At the same time, PwD may face challenges in accessibility and representation or even suffer from behaviours. These behaviours include borderline sympathy and borderline ignoring their actual value. Addressing these issues requires a holistic understanding of diversity, moving beyond mere compliance to creating an inclusive environment where every individual can thrive.
Shifting mindsets: The role of fairness ally
Building a Fair Share society and economy requires a major cultural shift at all organisational levels. Leaders, Managers, Peers, and team members play a critical role in this transformation. Fostering an environment of fairness is essential to combating biases that undermine true worth.
For example, during team meetings, it is vital to ensure that all voices are heard and valued. It should be regardless of gender, sexual orientation, or disability status. Managers can lead by example, actively soliciting input from all team members and recognising contributions from diverse perspectives. Training programs focused on unconscious bias and inclusive communication can nurture a culture of inclusivity.
The detrimental impact of broken fairness
When organisations compromise fairness, the repercussions extend far beyond individual experiences. For instance, if a female employee consistently faces doubts about her capabilities while a male counterpart is regularly praised, this inequity can erode confidence and lead to disengagement. Similarly, if LGBTQIA+ employees feel marginalised or if PwD struggles to access necessary resources, their productivity and morale will suffer.
These dynamics can lead to increased turnover and perpetuate cycles of inequality. Organisations must prioritise creating an inclusive environment where all employees feel empowered to contribute and succeed. This environment benefits the organisation and contributes to broader societal progress.
The importance of Fair Share analysis in building a Fair Share society and economy
To advance towards a Fair Share economy, organisations must critically examine their performance evaluation and reward systems. Promotions, raises, and other forms of recognition should be based only on merit rather than biases related to gender, sexual orientation, or any other identity status or label.
For example, a company may implement a standardised evaluation process that minimises subjectivity and emphasises objective metrics. Involving a diverse panel in performance reviews ensures that various perspectives are considered, further enhancing fairness. Additionally, organisations should conduct regular governance of their talent, rewards, and performance evaluation processes to identify any disparities toward specific groups.
Transparent communication about these evaluations is also very crucial. By openly sharing such analysis, organisations can build trust among employees and demonstrate their commitment to diversity as a core value, not a tokenistic gesture.
Practical examples of Fair Share implementation
Demonstrating fairness in both actions and words is crucial for managers to build trust and a positive team culture. Here are some practical examples that have helped me a lot:
1. Transparent decision-making
When making decisions that affect the team, a manager can openly share the reasoning behind those decisions. For instance, if allocating resources for a project, the manager should explain the criteria used and how each team member’s contributions were considered.
2. Equal opportunities for input
Encourage team members to share their ideas and feedback during meetings. For example, a manager might say, “I want to hear everyone’s thoughts on this project. Let’s go around the room and ensure each person has a chance to speak.” This practice promotes inclusivity and fairness.
3. Consistent policies
It is key to apply the same rules to everyone. Suppose a team has a deadline policy. In that case, a manager should enforce it equally, addressing any late submissions with the same level of scrutiny, regardless of the team member’s position or past performance.
4. Acknowledging contributions
Recognising everyone’s efforts can show fairness. Instead of spotlighting only the top performer, a manager might highlight contributions from various team members, saying, “I want to acknowledge how each of you helped make this project a success.”
5. Regular check-ins
Managers can schedule one-on-one meetings to ensure all team members feel supported and heard. During these check-ins, the manager should listen actively and validate each team member’s concerns or ideas, reinforcing that everyone’s voice matters.
6. Conflict resolution
In case of conflicts, a manager should approach the situation impartially, allowing both sides to share their perspectives. For example, a manager could say, “Let’s discuss this issue openly and find a resolution that respects both viewpoints.”
By implementing these practices, managers can foster an environment where fairness is felt and appreciated by all team members.
The path forward for building a Fair Share society and economy
Building a Fair Share society and economy is an urgent imperative for corporate India. By addressing the biases faced by women, LGBTQI+ individuals, and PWD and fostering inclusivity and equitable performance evaluations, organisations can cultivate a culture that empowers all employees. This transformation requires commitment at all levels—from leadership to individual team members.
Creating a Fair Share society is an ongoing journey. It demands continuous reflection, dialogue, and action. When organisations prioritise fairness and inclusivity, they enhance employee engagement, morale, and productivity while contributing to a more just society. In doing so, they set a precedent for future generations, fostering a landscape where every individual could thrive.
Disclaimer: The views expressed in this article are based on the writer’s insights, supported by data and resources available both online and offline, as applicable. Changeincontent.com is committed to promoting inclusivity across all forms of content, which we define broadly to include media, policies, law, and history—encompassing all elements that influence the lives of women and gender-queer individuals. Our goal is to promote understanding and advocate for comprehensive inclusivity.
