5. Decoding psychosocial risks in the workplace: Poor organisational justice

Organisational justice is incomplete without procedural justice in decision-making, sufficient information fairness to keep teams informed, and adequate interpersonal fairness in staff treatment. Poor organisational justice intensifies when these elements are lacking.

For example, if an employee feels their senior leader favors certain individuals when assigning new projects, it’s crucial to have clear communication on how to raise complaints, establish well-structured internal complaint systems, and show that complaints are taken seriously.

In our fifth webinar, John Brennan, CEO, and Kirsten Hartmann, Principal Consultant, will delve into ways to improve complaints handling channels to ensure transparency, openness, and accountability.

Skip to the parts that intrigue you most:
 
0:00 Webinar commences
04:42 Introduction, agenda for the day, and welcome experts
07:59 What is poor organisational justice and why is it a psychosocial risk?
11:11 Fictional roleplay where Anna is on a Teams call with a dismissive manager Doug, requesting flexibility in her roster
15:07 Unpack roleplay - grievance procedures and compounding effects on wellbeing
20:02 The emergence of the psychosocial obligation hasn't fallen out of the sky
20:59 Organisational injustice and ways to rebuild a culture of trust
23:13 Training for managers is paramount - "Managers are not equipped"
24:01 Leaders need a positive intent to recognise systematic failures
26:34 Perceptions of bias, transparency, and fairness are subjective: how to find common ground in the organisation
32:05 The effectiveness of outsourcing investigations
32:58 What does it mean to have appropriate communication channels?
37:51 "Procedural fairness is a fundamental tenet of organisational justice"
44:39 Effectiveness of staff surveys and how to act on the results
47:49 Questions from the audience
54:21 Closing statements, next webinar announcement, and conclusion