so, managers might conduct interviews with employees and disperse surveys. Employees "often have ideas, information, and opinions for constructive ways to improve work and organizations". As such, employees want to know that their opinions are important and are not only being taken into consideration, but are being acted upon as well. Procedural justice Procedural justice “refers to how people go about planning decisions and implementing them”. Specifically, this term can be applied to managers within organizations, who must make decisions that will affect their subordinates. Employees within these organizations who feel that these procedures were executed fairly reflect that it is a high procedural fairness climate. Procedural justice/fairness climates According to researcher Subrah Tangirala, an expert on the topic of employee silence, “Procedural justice climate as related to employee silence, exists when a majority of employees in a workgroup feel that their managers make decisions that include employee input, that are ethical, that are consistent over time and based on accurate information, suppress any bias, and provide favorable contexts for employees to speak up.” Based on such criteria, procedural fairness climates make for the most favorable and healthy work environments for organizations and employees, in that they reduce the likelihood of employee silence. Research on this area suggests that “silence may be a rational response to some forms of unfairness when in a low power position”. Procedural fairness climates enable workers “to feel the most safe” and “provide favorable contexts for employees to speak up.” It is when employees perceive that they are being “unfairly treated” that they begin to withhold important information from the organization. Avoidance Since the effects of employee silence can be severe and detrimental to the overall functioning of a company, organizations should try to minimize it. One way to do this would be to try to establish procedural climates. Another way to prevent employee silence is to create an employee who is committed the organization. This is done by showing that the organization is fair and committed to its employees. When the organization is committed to the employee, the employee in return is committed to the organization, which limits employee silence. Establishing procedural justice climates In order to establish procedural justice climates, managers need to ensure that their decisions are “ethical, consistent over time, based on accurate information, allow room for employees to contribute input, are correctable, and are free of bias." Managers can establish