Discussion 4B: Process-based perspective on motivation review

How is inequity determined by a person in an organisation? How can inequity be resolved if it exists?

 There is inequity in every organisation, whether we like it or not, it happens everywhere. I can name a few that I encountered during my employment through the years:

1.)    unconscious bias

2.)    pay gaps

3.)    disparity in promotions

4.)    bullying, discrimination, and harassment

5.)    burnout

6.)    gender inequality, especially to a male dominant workplace. And the more than a hundred-year-old inequity to coloured individual, particularly in the US. In 2020, there are undeniable evidence in the US of racism especially against individuals of colour. (Gagliardi, J.P., 2021)

Although part of the job of first line managers are to sort out inequity within his/her team, as discussed in an article by (Xuan, K., Hussein, K. Jongwook, P., 2022), First Line Managers have more control over Human Resources responsibilities. Effective HR implementation depends on FLM’s competencies and willingness to enact HR practices. It only makes sense if a certain employee who experiences inequity in the workplace should stand up and voice out their concerns; it is not easy to do so but that is the right thing to do. 

The company or organisation have the duty to identify inequity in the workplace by establishing a communication within the organisation and have a campaign of sort to empower every employee to stand up with their rights against inequity. Most companies now are using third party organisation in helping them to identify these biases. Gallup surveys is one of the most popular global analytics and advice firm that helps leaders and organisations solve their most pressing problems. (About - Gallup)

If a company cannot afford a third-party management firm, the Human Resources Department must develop a HR procedure that helps minimise, albeit eliminate inequity in the workplace.

                 1.)    Unconscious bias

    a.       Promote team building activities across company departments

2.)    Pay gaps

    a.       Establish pay grade system, to the best market rates

3.)    Disparity in promotions

    a.       Develop a ranking system that identifies key performance index (KPI) in the workplace to understand how promotion system works within the company

4.)    Bullying, discrimination, and harassment

    a.       Encourage every employee to speak up against bullying in the workplace

    b.        Develop a help centre within the company for abused employees

5.)    Burnout

    a.       Encourage every employee to check on their workmates and bosses every now and then

    b.       Encourage employees to workout

    c.       Participate in the “RUOK” campaign (www.ruok.org.au)

    d.       Fatigue management in the workplace

6.)    Gender inequality

    a.       Promote transparency in the workplace by having a team building for gender neutral position

    b.       Encourage women to progress

    c.       Have a clear policy on discrimination

    d.       Provide flexible working and shared parental leave

 (Collated from Synergy Website, 2023)

 Reference

Gagliardi, J. P. (2021). What Are the Data Really Telling Us About Systemic Racism? The American Journal of Geriatric Psychiatry, 29(10), 1074–1076. https://doi.org/10.1016/j.jagp.2021.06.007

Kou, X., Kurdi-Nakra, H., & Pak, J. (2022). The framework of first-line manager’s HR role identity: A Multi-actor HR involvement perspective. Human Resource Management Review, 32(4), 100898–. https://doi.org/10.1016/j.hrmr.2022.100898

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