Sexual relationships can have a significant impact on how an organization handles issues related to fairness and equity within its workforce. This is because these interactions create additional complexity that may lead to unconscious bias, favoritism, and unfair treatment for some employees. In this article, we will explore the ways in which romantic or sexual relationships can cause exceptions, sympathies, and double standards to arise in the workplace, ultimately making it harder to achieve justice and equality among all employees.
One example of a potential exception created by sexual relationships is when an employee is promoted due to their relationship with someone higher up in the company.
If a manager has a personal connection with one of their subordinates, they may be more inclined to give them preferential treatment, such as increased pay or special projects, despite their performance or qualifications. This can create a sense of unequal opportunity for other workers who do not enjoy similar benefits. Another example is when an employee receives a promotion after ending a romantic relationship with another worker. If the breakup was amicable and there are no ill feelings between them, this could be seen as positive, but if it was acrimonious, it could potentially damage both parties' reputations and careers.
Another aspect of organizational justice complicated by sexual relationships is sympathy. When colleagues share mutually beneficial relationships, they may feel empathy towards each other's needs and desires, leading to partiality or favoritism.
Two coworkers who are dating might receive special consideration during meetings or projects, while those who are single or have different partners may miss out on opportunities.
Managers may prioritize the needs of a couple over others in the office, which could lead to resentment and animosity from other team members.
Double standards are another complication caused by sexual relationships in organizations. They occur when rules or policies are applied inconsistently based on whether or not an employee is involved in a relationship.
A company policy prohibiting fraternization among employees may be enforced more rigorously against some people than others. Or, a supervisor may treat a subordinate differently because they fear retaliation due to a previous sexual relationship. These double standards undermine trust and fairness within the organization, creating an environment where employees feel uncomfortable and uncertain about their futures.
Sexual relationships can create many complexities that make achieving organizational justice difficult. By introducing exceptions, sympathies, and double standards into the workplace, they can disrupt the level playing field necessary for fairness and equity. It is important for employers to acknowledge these challenges and take steps to address them through clear policies, transparency, and accountability measures to ensure all workers have equal opportunity for success.
How do sexual relationships complicate organizational justice by introducing exceptions, sympathies, and double standards?
Sexual relationships between employees can create favoritism and unequal treatment among coworkers, leading to perceptions of unfairness and bias within an organization. This may lead to conflict, decreased productivity, and overall damage to the workplace culture. Sexual harassment claims can also arise if a supervisor takes advantage of their position of power over an employee they are romantically involved with.