Why this matters
Fairness and integrity are core components of psychologically safe leadership. It relates to how employees perceive your personal character and trustworthiness. Communication and decision making must consider a range of employee needs, and be unbiased and respectful.
Strategies relevant to fairness and integrity were drawn from the other domains: communication and collaboration, social Intelligence, security and safety, problem solving and conflict management.
Here are some benefits of fairness and integrity at work:
- Employees are more likely to trust leadership
- Discrimination is eliminated or reduced
- Employee issues are resolved effectively
- Employees are motivated to do their best work
- Teams are more cohesive and productive
Suggested actions and resources by statement
- I know how and when to adapt my communication style to facilitate effective interaction with diverse employee personalities, emotional states, or learning styles.
- Emotional intelligence for leaders. Use the activities provided to improve emotional intelligence. This helps when leading, managing or supporting employees.
- Communicating with emotional employees. These strategies can help you have supportive conversations with employees. It can also avoid triggering negative reactions.
- Implicit bias. Learn to identify and understand implicit bias, microaggressions and intersectionality. Bias can lead to poor morale or discrimination. Identifying it can be the first step to eliminating it.
- I ensure that all employees who report to me have clarity in terms of job expectations and task priorities.
- Evidence-based actions for clear leadership and expectations. Actions and responses that need only a small investment of resources or cost.
- Task improvement process | PDF. A process that supports employee commitment to a plan to improve their performance of specific tasks.
- Even when I’m not authorized to share information, I communicate as appropriate with employees to address any unnecessary fears or concerns.
- Seek clarity about the information you can share. Also find out when you’ll be able to share the information you’re asked to keep confidential.
- Discuss any concerns being expressed by your employees with your superiors. Ask for guidance in responding to their fears.
- Building trust for leaders. Learn how to show your employees you’re trustworthy by exploring these core competencies and behaviours.
- I support the accommodation needs (formal or informal) of employees experiencing distress, mental health issues or disabilities.
- Supporting employee success. A process where employee and employer develop solutions that support productivity and well-being. Supporting employee success is for any employee, including those needing accommodation.
- Accommodation strategies. Support productivity for employees with mental health issues. Use this whether they’re at work or returning to work. This helps engage employees in solutions related to their performance and well-being.
- I take active steps to create a work environment that is inclusive for everyone and free of stigma and discrimination.
- Implicit bias. Learn to identify and understand implicit bias, microaggressions and intersectionality. Bias can lead to poor morale or discrimination. Identifying it can be the first step to eliminating it.
- Stigma reduction plan. How to identify and address potential discrimination and promote inclusivity. Engage your workforce to support psychological safety for all.
- Discrimination prevention and inclusion. Address discrimination and promote inclusivity through policies and processes. This creates a positive environment and supports all employees to thrive and succeed.
- I notice when an employee is disengaged, and I try to help resolve the challenges they are facing.
- Supporting employee success. A process where employee and employer develop solutions that support productivity and well-being. Supporting Employee Success is for any employee, including those needing accommodation.
- Identifying employee issues for leaders. Approach work issues with solutions instead of a focus on problems.
- I have a strong understanding of what makes each of my employees feel appreciated for their efforts.
- Recognition strategies for leaders. Learn how to express respect and appreciation to your employees.
- Evidence-based actions for recognition and reward. Actions and responses that need only a small investment of resources or cost.
- Recognition preferences form | PDF. Use this form to help your employees describe how they like to receive recognition.
- I recognize efforts and successes in ways that are meaningful to each particular employee.
- Recognition strategies for leaders. Learn how to express respect and appreciation to your employees.
- Evidence-based actions for recognition and reward. Actions and responses that need only a small investment of resources or cost.
- Recognition preferences form | PDF. Use this form to help your employees describe how they like to receive recognition.
- I am aware of how my stress and frustration can impact others at work.
- Self-awareness for emotional intelligence. Improve your ability to accurately identify your emotions. Understand why you react the way you do and recognize the impact you have on others.
- Emotional intelligence for leaders. Use the activities provided to improve emotional intelligence. This helps when leading, managing or supporting employees.
- Monitor your impact on others. Your mood affects others, whether you wish it to or not. Strengthen your relationships by being aware of your impact on others.
- I ensure our team interactions remain inclusive and respectful for all, regardless of current demands, stressors or personal biases.
- Psychologically safe interactions workshop. A workshop to show how behaviours might be seen as bullying, regardless of intent. Included is a slide presentation, facilitator guide and participant handout.
- Facilitation tips for leaders. Strategies to help you create meaningful and productive conversations with team members.
- I ensure that all team members demonstrate civility in their workplace interactions.
- Evidence-based actions for civility and respect. Actions and responses that need only a small investment of resources or cost.
- I effectively resolve workplace conflict in a way that preserves the respect and dignity of all participants.
- Conflict response for leaders. A guideline that can help in resolving a conflict between co-workers. This respectful approach focuses on solutions rather than disagreement. It can be especially effective when stress or mental health is a factor.
- I hold members of my team accountable for inappropriate workplace conduct.
- Evidence-based actions for psychological protection. Actions and responses that need only a small investment of resources or cost.
- Violence prevention. Tips for enforceable policies to prevent violence at work. These strategies can help you develop and communicate policies for leaders and employees.
- Harassment and bullying prevention. Develop policy, processes and training to address and end harassment at work. This resource provides practical considerations and strategies for addressing bullying.
- Implicit bias. Learn to identify and understand implicit bias, microaggressions and intersectionality. Bias can lead to poor morale or discrimination. Identifying it can be the first step to eliminating it.
- Where possible, I communicate with employees on potential decisions and changes that may affect their work.
- Putting involvement and influence on the agenda. Facilitate a team discussion to address and improve involvement and influence at work. This resource includes a guide and slides to help you get started.
- As soon as possible, I inform employees in a clear and positive manner of changes outside of my control that may impact how their work is done.
- Helping employees to manage change. Any organizational change may have an unsettling impact on employees. Engage with employees to explore how you can help them handle changes in a psychologically safe way.
- I monitor my team's workload demands on an ongoing basis, and make adjustments as needed.
- Use the template 1:1 (One on One) Discussion Points | PDF to help support an effective discussion.