What’s stopping you? Justice Principles to Combat Racism in Workplaces

Leveraging John Rawls’ Justice Principles to Combat Racism in Corporations

Ready to create a fairer workplace? Apply these principles today to foster an inclusive and equitable environment.

John Rawls’ principles of justice offer a powerful framework for creating equitable workplaces. Here’s how HR (human resource) and EDI (equality, diversity and inclusion) leaders can apply these principles.

1. Original Position & Veil of Ignorance
   • Principle: Imagine formulating policies without knowing one’s race, social status, or personal characteristics. This encourages impartial and fair decision-making. What’s stopping you?
   • Application to Racism: Implement policies that treat all employees fairly, regardless of race. Encourage empathy and a focus on equality. Use tools rigourously – like equality impact assessments – to get your policies up to spec.
   • Actions: Conduct policy reviews under the “veil of ignorance.” Develop yourself – seek out programmes that emphasise empathy and impartiality – The Open University has free courses online. What’s stopping you?
   • KPIs: Number of policies revised, employee satisfaction surveys. Report your findings to the board.
   • Deliverables: Updated employee handbook, diversity training modules, higher skills for HR and EDI leads.
2. Liberty Principle
   • Principle: Basic liberties such as freedom of speech and equal treatment must be guaranteed for all. Do all employees find your teams approachable? What about staff networks – are they content to speak to you?
   • Application to Racism: Ensure all employees, regardless of race, have equal access to opportunities and are free from discriminatory practices.
   • Actions: Audit hiring, promotion, and disciplinary practices for racial bias. Ensure all employees have access to grievance mechanisms.
   • KPIs: Diversity in hiring and promotions, number of grievances filed and resolved.
   • Deliverables: Bias-free recruitment protocols, transparent grievance resolution process.
3. Difference Principle
   • Principle: Inequalities are acceptable only if they benefit the least advantaged members of society.
   • Application to Racism: Implement positive action and other initiatives to uplift historically marginalised racial groups who are being held back from contributing to the organisation.
   • Actions: Develop mentorship and sponsorship programs for minority employees. Invest in professional development opportunities targeted at underrepresented groups. This helps to build trust with staff networks, employees and attracts new talent.
   • KPIs: Representation of minorities in leadership roles, participation in professional development programmes.
   • Deliverables: Mentorship programs, targeted development initiatives, diverse teams.
4. Public Reason
   • Principle: Engage in transparent, reasoned discussions about justice to ensure fair decision-making.
   • Application to Racism: Foster open dialogues about race and equity within the organisation. What’s stopping you? Find out and aim to tackle outstanding issues. Not talking about something can harm corporate culture.
   • Actions: Organise regular forums and staff networks for discussing diversity and inclusion. Encourage input from all employees on equity initiatives. Online forms and automatic analysis is easy – what’s stopping you?
   • KPIs: Number of forums held, employee engagement in discussions.
   • Deliverables: Schedule of diversity forums, reports on forum outcomes and actions.

Conclusion and Call to Action

Applying Rawls’ principles can guide us towards a fairer, more inclusive workplace. As leaders, it’s crucial to integrate these frameworks into your policies and practices. What is stopping you? Find out because if you are not focussed on race-relations in your company, what else are you letting slip? Start by auditing skills of your HR and EDI leads, conducting policy reviews, ensuring equal opportunities, implementing positive actions, and fostering open dialogues.