  Organizations are rapidly deploying artificial intelligence (AI) systems to
manage their workers. However, AI has been found at times to be unfair to
workers. Unfairness toward workers has been associated with decreased worker
effort and increased worker turnover. To avoid such problems, AI systems must
be designed to support fairness and redress instances of unfairness. Despite
the attention related to AI unfairness, there has not been a theoretical and
systematic approach to developing a design agenda. This paper addresses the
issue in three ways. First, we introduce the organizational justice theory,
three different fairness types (distributive, procedural, interactional), and
the frameworks for redressing instances of unfairness (retributive justice,
restorative justice). Second, we review the design literature that specifically
focuses on issues of AI fairness in organizations. Third, we propose a design
agenda for AI fairness in organizations that applies each of the fairness types
to organizational scenarios. Then, the paper concludes with implications for
future research.
