{"id":250248,"date":"2021-05-14T21:32:16","date_gmt":"2021-05-14T18:32:16","guid":{"rendered":"https:\/\/en.buradabiliyorum.com\/fairness-important-but-not-enough\/"},"modified":"2021-05-14T21:32:16","modified_gmt":"2021-05-14T18:32:16","slug":"fairness-important-but-not-enough","status":"publish","type":"post","link":"https:\/\/buradabiliyorum.com\/en\/fairness-important-but-not-enough\/","title":{"rendered":"#Fairness ‘important – but not enough’"},"content":{"rendered":"

“#Fairness ‘important – but not enough’<\/strong>”<\/p>\n

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Being treated fairly is important\u2014but fairness alone isn’t enough to make people feel valued in a workplace or other groups, new research suggests.\n <\/p>\n

Researchers found that “distinctive treatment”\u2014where a person’s talents and qualities are recognised\u2014provides this sense of value while also reinforcing their sense of inclusion. It also promotes mental health.<\/p>\n

The findings suggest there is no conflict between “fitting in” and “standing out” in groups\u2014in fact, they complement each other.<\/p>\n

But while the importance of fairness is widely accepted, the researchers say distinctive treatment is often overlooked.<\/p>\n

The research was carried out by the University of Exeter, UCLA and Sonoma State University.<\/p>\n

“Organisations and other groups often recognise the importance of members treating each other fairly\u2014with dignity and without bias,” said lead author Dr. Christopher Begeny, of the University of Exeter.<\/p>\n

“In six studies of workplaces and other groups, we find that this is indeed key to fostering individuals’ sense of belonging.<\/p>\n

“However, individuals also need to be shown that they have some distinct value to the group.<\/p>\n

“When colleagues or fellow group members show interest and app<\/a>reciation for an individual’s more distinguishing qualities, that individual benefits.<\/p>\n

“This kind of distinctive treatment has real benefits for mental health too, including less anxiety and depression.<\/p>\n

“To be clear, fair treatment is a must\u2014but our studies show it’s also woefully insufficient on its own.<\/p>\n

“Individuals need to feel more than inclusion. As well as ‘fitting in’, they need to ‘stand out’ – to feel that they have some distinct value and worth that they bring to the group.”<\/p>\n

Asked how organisations could embed distinctive treatment in their workplace, Dr. Begeny said: “It helps to have supervisors with the time and energy to recognise and tap into the particular skills and knowledge of the different people they supervise.<\/p>\n

“Another method is to create well-developed systems of mentorship, allowing people to share their experience and expertise.<\/p>\n

“This can also foster a workplace culture that is not just inclusive, but value-affirming\u2014where people regularly seek each other out for advice, which is beneficial to both parties.”<\/p>\n

Dr. Begeny added: “Expressing distinctive treatment does not simply mean sending out a mass email saying ‘if anyone has any ideas about this project, please let me know’.<\/p>\n

“It’s about going to an individual, or small group of individuals, and saying, ‘hey, I really think your insights and perspectives could be an asset to this project. Would you be willing to offer your thoughts?’<\/p>\n

“It’s not a passive process of hearing people when they have ideas to share.<\/p>\n

“It involves actively seeking them out\u2014taking the initiative to learn what an individual has to offer -and showing recognition and appreciation for it.”<\/p>\n

Of the six studies, four were based in workplaces, while the others examined fair and distinctive treatment in student communities, and in racial\/ethnic minority communities.<\/p>\n

In all cases, distinctive treatment provided clear benefits.\n <\/p>\n\n

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The mental health pros and cons of minority spaces in the workplace<\/a>\n <\/div>\n

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\n More information:<\/strong>
\n Christopher T. Begeny et al, Being treated fairly in groups is important, but not sufficient: The role of distinctive treatment in groups, and its implications for mental health, PLOS ONE<\/i> (2021). DOI: 10.1371\/journal.pone.0251871<\/a><\/p><\/div>\n
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\n University of Exeter
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\n Citation<\/strong>:
\n Fairness ‘important – but not enough’ (2021, May 14)
\n retrieved 14 May 2021
\n from https:\/\/medicalxpress.com\/news<\/a>\/2021-05-fairness-important-.html<\/p>\n

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