Formal complaints about unacceptable behaviour are usually rare. Although there may be records of personal grievances based on fairness and respect issues, some staff leave without saying why. Written records of fairness and respect issues and/or the method of resolution are not always available. Senior managers do not necessarily know when fairness and respect issues exist in their workplaces.
If there is a gender difference in the rate of staff turnover, this may be indicative of gender-based fairness and respect issues that affect women more than men. However, when there is a tight labour market, staff turnover for both sexes may fall, without this being an indication of an improved workplace culture!
In pay and employment equity reviews, female staff have been found to feel less confident than males that the organisation where they work will protect them from bullying, harassment or discrimination. Staff engagement may fall as a result.
To find out if there are fairness and respect issues, you can include a key question on this in your next staff engagement survey.
