How to Ensure Fairness in Community Leadership

Organizational justice isn’t optional - it’s oxygen! A few years ago, I worked with an executive who couldn’t understand why his team’s performance was unraveling. Deadlines slipped, turnover spiked, and a once-energized culture turned brittle. His diagnosis? “People need to toughen up.” The reality? His leadership was cracking the foundation. The Reset When we peeled back the layers, the issue wasn’t about talent or toughness. It was about justice - not the legal kind, but organizational justice. Why does this matter? Because humans have a finely tuned radar for fairness. When it’s off, no strategy deck or town hall pep talk can fix the trust gap. Justice is not a buzzword; it’s the operating system of a healthy culture. I helped him reframe around three pillars: Distributive Justice. Fair outcomes. Pay, promotions, resources. If people see inequity, they disengage or leave. We audited comp, calibrated promotions, and fixed resource imbalances that had quietly bred resentment. Procedural Justice. Fair process. Decisions must be transparent, consistent, and explainable. His team didn’t mind tough calls; they minded being shut out of the “why.” We built simple, visible decision frameworks. Clarity replaced suspicion. Interactional Justice. Fair treatment. Respectful communication and inclusion. This leader’s blunt style wasn’t malicious, but it landed like disrespect. With coaching, he shifted from command-and-correct to ask-and-engage. Small changes, seismic impact. The Outcome Within six months, turnover slowed, engagement scores lifted, and most importantly, the executive rebuilt credibility. He learned the hard way: without justice, culture cracks. With it, culture compounds. The Teaching Moment Leaders often obsess over strategy, yet overlook fairness. But employees don’t just work for a paycheck; they work for a system they can believe in. So here’s the blunt truth: organizational justice is leadership oxygen. Without it, people suffocate. With it, they thrive. If you’re a leader, ask yourself today: Are outcomes distributed fairly? Are decisions explained transparently? Are people treated with respect, every time? Because your culture depends on the answer.

Creating a Fair and Inclusive Environment: The Key to Avoiding Favoritism in Leadership Leadership is a responsibility that demands fairness, integrity, and inclusivity. When favoritism creeps into a work environment, it weakens trust, lowers morale, and creates divisions within teams. To foster a positive and productive culture, leaders must actively work toward fairness. ### Ways to Avoid Favoritism in Leadership 1. Establish Clear Criteria for Decisions Promotions, rewards, and recognition should be based on transparent and objective standards rather than personal preferences. 2. Encourage Open Communication Employees should feel comfortable voicing concerns without fear of retaliation. A culture of openness prevents favoritism from going unnoticed. 3. Distribute Opportunities Equitably Leaders should ensure that growth opportunities, important projects, and responsibilities are assigned fairly rather than repeatedly given to select individuals. 4. Practice Self-Awareness and Accountability Leaders must regularly reflect on their choices, recognizing any unconscious biases and making necessary adjustments to ensure fairness. 5. Create a Culture of Inclusion and Respect Diversity in perspectives strengthens teams. Recognizing each team member’s contributions fosters a sense of belonging and equality. ### The Benefits of Fair Leadership By prioritizing fairness, leaders build an environment where employees feel valued, motivated, and empowered. A fair workplace leads to greater collaboration, higher job satisfaction, and a stronger team dynamic. Ultimately, fairness is the cornerstone of trust—and trust is what makes leadership effective.

You all have seen artwork depicting the Lady of Justice statue in paintings, posters, sculptures, and statues worldwide. The history of the Lady Justice statue goes back to ancient times. Themis, the Greek goddess (Egyptian Ma'at and Roman Justitia), holds a two-tray scale in one hand and a sword in the other and wears a blindfold over her eyes. What do these subjects symbolize? 🔸Balance Scales represent impartiality and the obligation to weigh the evidence presented to the court. ⚖ 🔹The sword symbolizes enforcement and respect and means that Justice can rule against either of the parties once the evidence has been reviewed. The blade is unsheathed and represents transparency and the willingness to take action. 🗡 🔸Blindfold represents the impartiality and objectivity of the law and that it doesn't let outside factors influence its decisions. 😑 Last weekend, while walking in John F Kennedy Park in West New York, NJ, I stood in front of the Lady Justice monument, thinking that practicing justice is essential not only in a courtroom but also in a work environment. Justice is such an important aspect of ethical leadership. It helps leaders to create fair climates and promote that ethical behavior in organizations. Ethical leadership demands a conscious effort to remain honest and accountable in every decision. The symbolism of Lady Justice can serve as a reminder for leaders to pause, reflect, and consider the ethical implications of their choices. Imagine, what will happen, if, before making any critical decisions, the leaders embrace the concept of Lady Justice? 1. By holding the scales, they will weigh the evidence objectively and consider all sides of an issue before arriving at a conclusion. Personal biases or emotions will not influence their decisions and will promote a sense of fairness and trust among team members and stakeholders. 2. The unsheathed sword will ensure transparency which is crucial for ethical leadership. Being open and honest about their decisions and reasoning creates a culture of accountability where leaders are willing to stand by their choices and be accountable for their actions.   3. The double-edged sword will protect the rights and Justice of all parties involved and ensure that their decisions prioritize the greater good and protect those who may be vulnerable.   4. The blindfold will ensure impartiality and objectivity, and unbiased decision-making. This impartiality will contribute to a more inclusive and just work environment where everyone is treated fairly. What does ethical leadership mean to you? #ethicalleadership #justice #unbiased #decisionmaking #transparency #leadership #fairnessmatters

𝐆𝐫𝐞𝐚𝐭 𝐋𝐞𝐚𝐝𝐞𝐫𝐬 𝐀𝐫𝐞 𝐅𝐚𝐢𝐫 𝐚𝐧𝐝 𝐀𝐫𝐞𝐧'𝐭 𝐄𝐧𝐭𝐢𝐭𝐥𝐞𝐝 Years ago, a major client replaced their CFO with someone from the outside. So, I made an appointment to learn more about him and his priorities. But secretly, he knew why I was there. We were concerned he would bring his favorite consulting firm in and replace us. After a few pleasantries, the new CFO said, “I want you to know I treat everyone equally unfairly.” I had to think for a second. I replied, "As long as we get our fair share of being mistreated, I have nothing to worry about." Then we both laughed. After that meeting, I told our team to be careful about slipping into the chasm of entitlement because we were the established provider of IT consulting services. Entitlement is downward thinking instead of providing excellent service. True to his word, the new CFO did not play favorites. Good leaders are conscious of fairness. GREAT LEADERS WORK HARD AT BEING FAIR Be conscious of your tendencies. Be fair and avoid the traps of lower-level thinking, such as being entitled and playing favorites. As a leader, be excellent at being fair:   〽️ Never aim to be liked 〽️ Don't go to lunch with "your buddies" because these were your friends before your promotion   〽️ Beware of hiring people who look, sound, or think like you, or come from the same school, same fraternity/sorority   〽️ Enforce rules for everyone. If no one gets to work from home, you can't either   〽️ If it's raining, don't be the first one in Uber. Grab an umbrella and walk the staff to the Uber one-by-one   〽️ Don't secretly invite only a few to dinner and leave others out   〽️ Don't giggle when another manager criticizes one of her people   〽️ Don't ask for ideas and then shoot them down because "they sound different" or don’t "fit" your way of thinking   〽️ Promote on merit—don't be biased and use subjective criteria (he says the right things or I get along with her or he thinks like I do) No one likes to be treated unfairly. One of the marks of character is how fairly you can treat others when they are treating you unfairly. Dr. Martin Luther King said, "I want you to be the first in moral excellence. I want you to be the first in generosity.” Great advice. You'll never be fired for being too fair. Your partner in success, Joe Murphy ♻️ Repost to make a difference to those in your network 📽 I create videos on success and leadership, M-F at 5 PM ET 🔔 Follow for inspirational and educational posts daily