Provide a Robust Argument for Ethical People Practice that is Supported by Academic Theory and Details Both the Business and Human Benefits of People  at Work Feeling Included, Valued and Fairly Treated

Ethical people practices, which prioritise inclusiveness, fairness, and respect for all employees, are critical for the success of any organisation (Gibson, 2022). These practices are based on academic theories that emphasise creating a positive work environment where people feel valued, included, and fairly treated. The benefits of ethical people practices extend to the business and the individuals working in the organisation. One academic theory that supports the importance of ethical people practices is the social exchange theory, which states that employees will reciprocate positive treatment with increased motivation and engagement (Mitonga-Monga, 2020). This theory suggests that organisations that invest in ethical people practices, such as fair pay, positive work environments, and growth and development opportunities, will see increased employee satisfaction, commitment, and loyalty.

A workplace that promotes inclusion, value, and fairness towards all employees can significantly positively impact the business and the employees. First, promoting these feelings can lead to increased employee engagement and job satisfaction (Wong, 2020). When employees feel that they belong and are treated fairly, they are more likely to be motivated and invested in their work, leading to higher productivity and better quality work. A sense of belonging can also boost employee morale and reduce turnover, saving the company the time and resources associated with hiring and training new employees.

Second, inclusion and fairness can also foster a positive workplace culture that is inclusive and respectful of all employees (Wong, 2020). This can lead to improved collaboration and teamwork, as well as increased creativity and innovation. When employees feel valued, they are more likely to contribute their unique skills and perspectives, leading to a more dynamic and diverse workplace. When people feel included, valued, and fairly treated, they also have a sense of belonging. This can help create a positive workplace culture where employees feel comfortable speaking up and collaborating. This can lead to more innovative ideas and solutions, as well as improved communication and collaboration between colleagues.

Finally, promoting inclusion, value, and fairness can positively impact the company’s reputation and customer relationships (Gibson, 2022). A company with a reputation for treating its employees well will likely attract customers who value ethical and responsible business practices. This can lead to increased customer loyalty and repeat business. Creating a workplace that promotes inclusion, value, and fairness on the legal front helps companies comply with anti-discrimination laws and avoid potential legal issues. It also helps companies avoid the negative consequences of a hostile workplace environment, such as decreased productivity and increased absenteeism. This can help to reduce the potential for unethical behaviour, such as discrimination and harassment, as well as ensure that everyone is treated fairly and given equal opportunities. When people are included, valued, and fairly treated, their employer respects their rights as employees. This can help ensure a safe and healthy working environment and adequate compensation and benefits.

References

Gibson, E. (2022) Importance of making employees feel valued, Reworking. Available at: https://reworking.com/importance-of-making-employees-feel-valued/ (Accessed: February 1, 2023).

Mitonga-Monga, J. (2020) “Social Exchange influences on ethical leadership and employee commitment in a developing country setting,” Journal of Psychology in Africa, 30(6), pp. 485–491. Available at: https://doi.org/10.1080/14330237.2020.1842587.

Wong, K. (2020) Diversity and inclusion in the workplace: Benefits and challenges, Achievers. Available at: https://www.achievers.com/blog/diversity-and-inclusion/ (Accessed: February 1, 2023).