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Fairness Is Not Charity
Seeking Fairness at Work is a sharp, compassionate, and thoughtful exploration of what fairness really means in today’s workplace and provides leaders a five-part strategy to embed fairness deeply into workplace culture. Why was this an important book for you to write?
As a business strategist and attorney, frustrated employees have shared their feelings of helplessness and anger with me many times over the years. They were upset about the organization’s willful blindness to management behaviors that torched their dignity, confidence, and psychological safety.
When raising a serious issue about the behavior of a senior vice president with the head of human resources at a large manufacturing company, for example, an employee was essentially shooed away. “It’s worse in other departments,” they were told. In desperation, they consulted a lawyer.
That is but one example of misguided leadership behaviors I’ve witnessed over the years that damage trust and result in unintended negative consequences. No, they didn’t always trigger lawsuits. Although, many could have. But they were always costly in terms of diminished employee engagement, retention, and definitely satisfaction.
We embrace new jobs with excitement about fresh opportunities, but our enthusiasm wanes when it’s met by a workplace climate that raises our defenses instead of our game.
It’s a standoff that won’t improve until managers understand why employees respond negatively to their workplace culture and appreciate how low employee engagement, satisfaction, and retention are symptoms of a suboptimal culture, one that management controls, influences, and can change.
As a result, I wanted to write a book that challenged employer “truths” by examining those unwritten workplace norms – the invisible lines that when crossed, create organizational dysfunction.
This new perspective on employee engagement explains employees’ legitimate frustration and offers management a roadmap to previously missed opportunities that can improve their workplace culture.
How much research did you undertake for this book, and how much time did it take to put it all together?
Seeking Fairness at Work relies on evidence-based science, academic research, interviews, and real-life stories that took five years to assemble and more than forty years of living it.
What were some ideas that were important for you to share in this book?
Too often people think of fairness as a soft, lofty ideal, that can be an Alice in Wonderland whatever someone wants it to be – an entitlement. The fact that fairness is commonly thought of as “unfair” speaks volumes about how positional power is regularly misused in relationships. And that’s the point of Seeking Fairness at Work.
Relationships are implied social contracts where fairness is reflected by acting in good faith and with fair dealing. Seeking Fairness at Work takes a granular look at those objective standards, what they mean for the employees and employers, and how certain unwritten workplace norms betray those expectations, contributing to low employee engagement, retention, and satisfaction.
What is one thing that you hope readers take away from Seeking Fairness at Work?
I’d like employees to know their expectations of fairness at work are reasonable and for managers to appreciate how fairness is not charity, it’s smart business.
Author Links: GoodReads | X | Website
WINNER: 2025 Book Excellence Award (Business)
WINNER: 2025 Axiom Business Book Gold Medal Book Award (Digital Media)
WINNER: 2024 Independent Press Book Award (Distinguished Favorite)
3x WINNER: 2024 Dan Poyner’s Global eBook Awards (Business, Communications, Leadership)
2x WINNER: 2024 Goody Business Book Awards (Business – Management, Leadership – Think Differently)
WINNER: 2024 NYC Big Book Award (Distinguished Favorite)
Seeking Fairness at Work challenges employer “truths” by examining unwritten workplace norms – the invisible lines that when crossed, create organizational dysfunction. This new perspective on employee engagement explains employees’ legitimate frustration and identifies missed management opportunities to improve workplace culture.
Recognized business strategist and Journal of Business Ethics Education editorial board member Hanna Hasl-Kelchner, MBA, JD identifies the five most common workplace norms that betray fairness, leaving employees feeling dispirited, disengaged, and headed for the door by examining the social psychology of how our basic human motivations intersect with the implied workplace social contract.
Clarion Foreward Reviews calls her recent book Seeking Fairness at Work: Cracking the New Code of Greater Employee Engagement, Retention & Satisfaction “pithy and persuasive,” while BookLife Review compares it to Kim Scott’s Radical Respect and Kim Dabb’s You Belong Here.
Using evidence-based science, academic research, interviews, and real-life stories, Hasl-Kelchner merges organizational psychology with the practical aspects of workplace dynamics to offer ethical leadership an actionable five-part framework filled with practical tips to empower more employee engagement and retention, including chapters on how to:Rebuild Trust with More Self-Awareness
Improve Relationship Chemistry with More Empathy
Make Genuine Accountability a Cornerstone
Maintain a Cultural Safety Net
Mend the Structural Safety Net
Seeking Fairness at Work is ideal for executives, managers, and entrepreneurs who want to raise their employees’ game instead of their defenses; the human resource professionals, consultants, and employment attorneys who advise them; and employees wanting a reality check of their own workplace experiences.
Seeking Fairness at Work: Cracking the New Code of Greater Employee Engagement, Retention & Satisfaction
Seeking Fairness at Work by Hanna Hasl-Kelchner is a sharp, compassionate, and thoughtful exploration of what fairness really means in today’s workplace. The book opens with candid, real-life stories of people pushed to their limits by unfair treatment and builds a powerful case for why fairness isn’t just a “nice-to-have” but essential for high performance, trust, and retention. Hasl-Kelchner breaks the topic down in two parts: first, by giving voice to what employees wish they could say out loud, and then by offering leaders a five-part strategy to embed fairness deeply into workplace culture. It’s a mix of research, practical advice, and a wake-up call.
This book resonated with me, as I have worked for a corporation for a decade. I’ve been both an employee and a leader, and I saw myself on both sides of the page. The stories were so real, the writing down-to-earth and smart without being preachy. Hasl-Kelchner doesn’t mince words. She gets to the heart of the matter, like how people are treated, and how easy it is for leaders to become blind to the damage their silence or inaction causes. I especially appreciated how she tied fairness to things like health, motivation, and even workplace violence. It’s not just about equity, it’s about safety and dignity. She makes you feel the stakes. And she does it with empathy, never pointing fingers, just opening your eyes.
What I loved most is how actionable this book is. Each of the five steps: trust, empathy, accountability, cultural safety, and structure, is explained clearly and with examples. The “Fairness Factors” sprinkled throughout make you stop and reflect. This book doesn’t ask you to become a superhero. It just asks you to care, to be aware, and to do better. The book challenged me. I caught myself thinking things like “But we don’t have time for that,” or “That’s just how things are.” Hasl-Kelchner anticipates those reactions and gently calls them out.
I found this book to be one of the most honest and grounded management books I’ve read in a long time. I’d recommend Seeking Fairness at Work to anyone in a leadership role, especially those who think they don’t need it. It’s for HR professionals, team leads, executives, and entrepreneurs who want more than surface-level employee engagement. If you’ve ever felt the tension between doing what’s efficient and doing what’s right, this book is for you.
Pages: 226 | ASIN : B0D1GXVKP1
Foundational Concepts
Based on four decades of experience, Training Design Simplified is a guide designed to transform workplace training. What was the inspiration for the setup of your story?
Having taught people how to teach others to do their work for 40 years, I have continually seen the same mistakes made time and time again. It astounds me that organizations keep doing the same thing again and again and not getting the results they want. I created this book to set the record straight and help people see it from a new perspective.
Can you share with us a little about the research process that went into putting your book together?
Throughout the book, I have interviewed dozens of former students and colleagues in the training industry who share their insights and experiences in preparing people for work. Most of the theory-based methods explained in the book have been research I have used to teach people how to teach. These include foundational concepts used in the industry for more than 60 years, some of which were misinterpreted or misunderstood.
What is one misconception you believe many people have regarding on-the-job training?
The biggest misconception is that employers say, “We need to hurry up training so they can get back to work”. The irony is that by hurrying up the delivery, the chances of the worker understanding the material and being able to actually apply it diminishes greatly. They simply forget that learning is NOT in the delivery but in the learner’s discovery. Only by applying the concept can the learner actually understand the information and retain it. We MUST engage the learner throughout the process. The cost of worker time off for training is nothing compared to the cost of rework, work errors, accidents, worker comp claims, etc. because the worker did not fully get the concept.
What is one thing you hope readers take away from Training Design Simplified?
It is time to rethink the way we prepare people for work. Stop doing what you thought was the thing to do, or what you considered to be the way everybody does it. Training is too expensive NOT to be impactful and have lasting results. If you have no idea about the ROI generated by your training, it is time to consider your training investment.
Author Links: GoodReads | Facebook | LinkedIn | Amazon
their students to learn the concept they are teaching. In fact, in the segment of education that
prepares people specifically for work (CTE, apprenticeships, and corporate training), many
instructors believe that a 70-80 percent success rate is satisfactory. But based on his nearly forty
years of experience preparing thousands of workplace instructors, Dr. Johnson believes we can
obtain a 100 percent success rate.
In fact, he has helped thousands of instructors reach 100 percent learner success by teaching all
sorts of skills, both technical and soft, all across the US and Canada. Training Design
Simplified is a nonfiction book that speaks to CEOs, HR, training directors and instructors who
are looking to create a more effective training system and significantly improve the training
experience for their students and employees. The tips and techniques that Dr. Johnson offers will
shatter the traditionally boring training experience and help you provide an experience that
positively impacts your organization.
You will love this book if you are:the CEO of an organization who wants to increase the value of their training investment.
the HR or Training Director who wants to improve the impact of training on job performance.
a training instructor who wants to improve student retention.
a dedicated employee who wants to share new ideas about training with their leadership.
Training Design Simplified: Breaking Tradition
Dr. Mark L. Johnson’s Training Design Simplified is an eye-opening and no-nonsense guide to overhauling how we train people in the workplace. Drawing on four decades of experience, Johnson exposes the flaws in traditional training—dry lectures, disengaged learners, and minimal retention—and replaces them with a practical, engaging, and human-centered system that works. Through rich stories, clear frameworks like the ADDIE model, and grounded research, the book walks readers through analyzing job roles, writing meaningful objectives, building effective activities, and creating learning experiences that actually stick. More than a how-to, it’s a call to arms for anyone serious about real, lasting learning in the workforce.
Reading this book was like a breath of fresh air. Johnson doesn’t try to impress with jargon or bloated theory. He talks to you like a mentor who’s seen the trenches—who’s failed, learned, and found better ways. I loved how he started with that miserable $900 seminar and used it as fuel to do better. The anecdotes—folding paper, coaching vs. mentoring, “being a better bus driver”—are charming, relatable, and make the lessons unforgettable. His passion for teaching radiates from every page, and I felt both challenged and inspired. This is someone who cares deeply about people actually learning.
Johnson hammers home the idea of replacing traditional methods with engaging, visual, hands-on ones. However, even those repeated messages come from a place of conviction, and I didn’t mind too much. What stood out most was how practical this book is. From chunking information to reducing latency between teaching and application, Johnson offers real tools you can implement tomorrow.
If you’re a corporate trainer, HR leader, apprenticeship instructor, or anyone who’s ever sighed through a dull slideshow, Training Design Simplified is for you. Johnson’s voice is honest, warm, and seasoned, and he delivers a roadmap that’s not just smart—it’s humane. He believes we can do better, and after reading this, so do I. It’s a must-read for anyone who wants to not just train workers, but truly teach them.
Pages: 160 | ASIN : B0F26BL4K7
Connected: A Guide for Leading in a More Human Way
Jami Varela’s Connected: A Guide for Leading in a More Human Way is a refreshingly candid and insightful guide to leadership that challenges the outdated, robotic style of management and replaces it with something far more meaningful, human connection. The book is built around a simple but powerful idea: great leadership isn’t about control, it’s about empathy, trust, and real relationships. Drawing from personal experiences, Varela takes readers through the highs and lows of her own leadership journey, making this book feel less like a manual and more like a conversation with a mentor who’s been in the trenches.
One of the book’s biggest strengths is its honesty. From the book’s introduction, Varela lays it all out: being a top performer in your field doesn’t automatically make you a good leader. Her story of transitioning from a superstar sales rep to a struggling manager is both relatable and eye-opening. She describes the frustration of suddenly feeling incompetent in a new role, a feeling many professionals experience but rarely talk about. I appreciated how she didn’t sugarcoat the difficulties of leadership but instead offered real, actionable ways to navigate them. The chapter The Path to Compassionate Leadership was especially compelling, showing how vulnerability and self-awareness can turn a struggling manager into a true leader.
The book is also packed with humor and real-world wisdom. Chapter titles like Don’t Bring Fear to the Village People and 1980 Called. They Want Their Leadership Style Back makes it clear that Varela isn’t here to lecture, she’s here to shake things up. One of my favorite sections, Golden Globe Best Supporting Actor, emphasizes how leadership often requires showing up as your best self, even on days when you don’t feel like it. Her ability to blend humor with hard truths makes Connected an engaging read, and I found myself nodding (and sometimes laughing) as she called out common leadership mistakes in a way that felt constructive rather than judgmental.
What sets Connected apart from other leadership books is its focus on emotional intelligence. Varela doesn’t just tell you to “be a better leader;” she breaks down exactly how to do it, how to build trust, how to give and receive feedback without fear, and how to lead with both confidence and compassion. The chapter Unlicensed Therapist stood out to me because it tackles something few leadership books address: the emotional baggage that employees bring to work. Instead of dismissing personal struggles as “not my problem,” Varela encourages leaders to create a supportive environment while maintaining healthy boundaries. This approach is not only refreshing but necessary in today’s workplace.
Connected: A Guide for Leading in a More Human Way is a must-read for anyone who wants to lead in a way that actually works, whether you’re a first-time manager or a seasoned executive looking to revamp your leadership style. Varela makes it clear that leadership isn’t about having all the answers; it’s about building real connections, earning trust, and fostering an environment where people can thrive. If you’re tired of old-school, fear-based management tactics and want to lead in a way that feels natural and fulfilling, this book is for you.
Pages: 112 | ISBN : 978-1544546223
The Win-Win Workplace: How Thriving Employees Drive Bottom-Line Success
Angela Jackson’s The Win-Win Workplace is an insightful exploration of what it takes to balance employee well-being with organizational success. Tackling the complexities of modern workplaces, Jackson redefines the employer-employee dynamic, presenting a blueprint for creating thriving, collaborative environments. Her work not only addresses the challenges of today’s workforce but also provides actionable strategies designed to foster mutual growth and sustainable success.
The book dives deep into core areas such as operationalizing employee feedback, empowering middle management, skills-based hiring, and long-term talent development. It emphasizes workplace culture as a values-driven ecosystem, highlighting the necessity of inclusivity and adaptability in a diverse and ever-evolving work environment. With a focus on data-driven decision-making and scalability, Jackson offers readers a rich, meticulously researched guide for optimizing workplaces. Her strategies are both practical and deeply rooted in evidence, making this book a powerful resource for leaders and HR professionals alike.
Jackson’s methodical approach shines through in every chapter. She meticulously deconstructs organizational structures, moving from frontline employees to senior leadership, and builds each concept upon the last. Her integration of case studies, such as Ekow’s Inside Voices and Buffer’s radical transparency model, brings abstract theories to life, offering readers tangible examples of her principles in action. Tools like the six-step ROI framework add further depth, demonstrating how her strategies can be applied in real-world scenarios with measurable results.
The writing is authoritative yet accessible, striking a careful balance between technical rigor and relatability. Jackson’s articulate style ensures the material is digestible without oversimplifying the complex dynamics of workplace systems. Her ability to weave research-driven insights with engaging anecdotes creates a compelling narrative that appeals to professionals across industries. The thoughtful structure of the book fosters a seamless reading experience, allowing readers to build their understanding progressively and apply the concepts effectively in their own contexts. Jackson highlights timely themes such as diversity, transparency, and the evolving workforce, supported by examples like Kanarys’ data-driven DEI initiatives. Her commitment to reimagining workplace paradigms underscores the idea that prioritizing employee well-being and achieving organizational success are not contradictory goals but mutually reinforcing pursuits.
The Win-Win Workplace is a must-read for business leaders, HR professionals, and anyone invested in creating equitable and productive workplaces. Jackson challenges outdated workplace norms and inspires readers to drive meaningful change. Comprehensive, methodical, and visionary, The Win-Win Workplace is a testament to Angela Jackson’s dedication to building better, more inclusive work environments. It is an essential guide for anyone seeking to adapt and lead in the modern world of work.
Pages: 240 | ASIN : B0D6V6B4TN
The Canary Code
In The Canary Code: A Guide to Neurodiversity, Dignity, and Intersectional Belonging at Work, Ludmila N. Praslova delivers a groundbreaking framework for rethinking workplace inclusivity through the lens of neurodiversity. At the heart of the book is the “Canary Code,” a compelling concept that underscores the transformative power of supporting the most vulnerable individuals in an organization. By prioritizing their well-being, Praslova argues, workplaces can evolve into environments that benefit everyone. Drawing a vivid analogy to the welcoming and diverse atmosphere of Glastonbury, Praslova advocates for workplaces to emulate this spirit of inclusivity and open-heartedness. Rejecting the deficit-based approach that seeks to “fix” neurodivergent individuals, she instead challenges organizations to confront and dismantle neuronormative systems that marginalize these employees. Her perspective reframes neurodiversity as a systemic issue, shifting the focus to creating equitable conditions where all individuals can thrive.
One of the book’s most powerful contributions lies in its exploration of neurodivergent leadership. Often overlooked in conversations about workplace diversity, this section examines the unique strengths neurodivergent leaders bring and highlights actionable steps organizations can take to support their advancement. Praslova’s emphasis on inclusive leadership—centered on outcomes rather than rigid adherence to traditional behaviors—offers a fresh and forward-thinking perspective. Blending social science, case studies, and actionable strategies, this book is both informative and inspiring.
Praslova writes with clarity and compassion, balancing academic rigor with accessibility. Her structured, articulate prose makes complex social concepts easy to understand, while her use of real-world examples and anecdotes adds relatability to the narrative. Praslova’s passion for social justice shines through on every page. From debunking misconceptions about neurodiversity to advocating for inclusive recruitment practices, her coverage of the subject is comprehensive. Particularly notable is her integration of both quantitative data—such as the alarming statistic on UK managerial reluctance to hire neurodivergent individuals—and qualitative stories that humanize the challenges faced by this community. This dual approach provides a holistic understanding of the systemic barriers neurodivergent individuals encounter. Praslova’s advocacy extends beyond awareness to actionable change. The book includes detailed strategies for eliminating barriers to workplace success, from crafting bias-free job descriptions to designing quiet workspaces that support focus and productivity. Her step-by-step guidance ensures that readers not only understand neurodiversity but also see its value, fostering workplaces where diverse neurological experiences are celebrated rather than stigmatized.
With The Canary Code, Ludmila N. Praslova offers a bold and essential blueprint for transforming workplaces into havens of inclusion and respect. Her work is as compassionate as it is informed, demonstrating her commitment to dismantling systemic inequities and creating opportunities for all individuals to thrive. This is more than a book; it is a call to action. For leaders, educators, and anyone committed to advancing workplace equity, The Canary Code is a vital resource—and a beacon of hope for a more inclusive future.
Pages: 352 | ASIN : B0CDN6V9SR
No More Feedback: Cultivate Consciousness at Work
They say – “change or perish.” This phrase underscores the ultimate purpose of feedback: to facilitate change. However, Carol Sanford offers a fresh and provocative critique of this widely accepted practice in her enlightening book, No More Feedback. Sanford’s unapologetically contrarian stance challenges the conventional feedback mechanisms that many consider essential for personal and professional growth. Through a blend of personal narrative, historical context, and practical alternatives, Sanford presents a compelling case against traditional feedback practices.
Sanford’s authority on the subject is evident, drawing from her vast experience and well-supported claims. She bravely shares her personal story of being subjected to a “cybernetic feedback method” early in her academic career. This method, a precursor to modern 360-degree feedback, left her feeling disempowered and alienated from her teaching philosophy. This poignant narrative provides readers with a clear understanding of her perspective and a compelling reason to consider her philosophy.
The writing in No More Feedback is both simple and seamlessly blends theoretical insights with practical advice. Sanford provides a robust framework for organizations to adopt her alternative methods, supported by real-life examples of companies that have successfully implemented her strategies. These case studies serve as powerful testimonies to the transformative potential of moving away from traditional feedback mechanisms. Her meticulous detailing of the origins and evolution of feedback practices highlights her bravery and passion in criticizing feedback models that prioritize conformity and control over individual growth.
Sanford’s empathy and compassion are infectious, inspiring readers to rethink their approach to feedback not only in the workplace but also in personal relationships. No More Feedback advocates for introspection and capacity building without relying on external validation. This book is an essential read for managers, educators, and anyone invested in fostering genuine human development. Carol Sanford effortlessly radicalizes the reader, driving them to rethink their certainties about feedback and embrace a more holistic, self-directed approach to personal and professional growth.
Pages: 192 | ASIN : B07M59S165
LITERARY TITAN 