Fairness: the ultimate reward goal

Brown D | Opinion Paper OP16 | Institute for Employment Studies | Apr 2009

Even before the controversy over MPs' expenses broke, five Anglican bishops had attacked the government for lacking moral direction and increasing the gap between rich and poor.

This opinion paper argues that HR functions need to be highly mindful of the shift in public sentiment towards internal equity and fairness. The paper outlines the drivers behind the new fairness agenda and recommends that action be taken in four areas:

  • Get strategic – develop a written reward strategy which asserts the importance of fair, non-discriminatory pay in your organisation.
  • Play fair – conduct an equal pay review. You cannot possibly know how to act on fair pay unless you know how fair current reward levels and processes are.
  • Communicate – train your line managers in fair treatment and reward, and be as open and honest as possible in your rewards communications.
  • Be of one church – similar processes and standards should be applied to all of your employees.