How to Address Bias in Workplace Disputes

You’re no Sherlock Holmes.

But you’ve noticed a pattern in how workplace disputes are handled.

Some concerns are taken seriously, while others barely get a second glance. Certain individuals always seem to come out on top, as if the outcomes were decided before the process even began.

These telltale clues are fuelling your growing concern about the fairness of dispute resolution in your workplace.

Do you feel like processes for handling conflicts are biased in your workgroup?

This sense of unfairness in conflict resolution isn't just unsettling – it's a recognised workplace issue known as lack of procedural justice.

When dispute processes show bias, it can affect both workplace morale and people's willingness to speak up about problems.

What's Procedural Justice?

Procedural justice means having fair, unbiased processes for resolving workplace disputes. This fairness is essential for both workplace harmony and employee trust.

When procedural justice is strong, everyone can expect equal treatment when conflicts arise, regardless of their position or relationships.

However, when bias creeps into conflict resolution, you need strategies to address these inequities effectively.

Why It Matters

Here's why biased conflict processes need attention:

• It can create a culture of favouritism that damages workplace relationships
• It often silences legitimate concerns from those who feel disadvantaged
• It may lead to recurring problems being swept under the rug

But you don't have to accept biased processes as inevitable. There are ways to work toward fairer conflict resolution.

1. Gather Facts

Document specific instances where bias has affected conflict resolution outcomes.

2. Study Standards

Research your organisation's policies on fair dispute resolution and equal treatment.

3. Raise Concerns

Appropriately escalate identified patterns of bias through proper channels.

Standing for Fairness

Experiencing bias in workplace dispute resolution can leave you questioning whether justice is even possible. But keep looking at the clues – if it looks unfair, chances are you might be on to something.

To help track how you feel about the way you work, check in as often as you can with MOOD.ai. Like an emotion detective, you can reflect on patterns of bias in yourself and others, and even build a case for more equitable processes.

Your right to unbiased conflict resolution matters. By paying attention to workplace patterns, you can take steps to address unfairness at work and make positive changes – for yourself, and for everyone around you.