Australia Model Code of Practice: Managing Psychosocial Hazards at Work A7: Appendix A: Apply organisational justice in decisions and processes

Poor organisational justice means a lack of fair processes, keeping people informed or treating them with dignity: not treating information sensitively or protecting privacy, unfair, biased or inconsistently applied policies such as promotion by favouritism, penalising workers for things outside their control, failing to accommodate reasonable needs, discrimination, and failing to deal properly with actual or alleged underperformance or inappropriate behaviour. Example controls: unbiased and transparent processes for decisions, recruitment, promotion, performance management and task allocation designed with workers; achievable standards; private spaces and secure confidential information; accessible workplaces; mechanisms to report issues and appeal decisions; regular review of policies and decisions; timely communication such as telling unsuccessful applicants privately before announcing promotions; protection from discrimination for workers who raise safety concerns (WHS Act ss 104 to 109); merit-based hiring with transparent selection.