Treating people equally can be a coward’s way out. It becomes a burladero behind which leaders cower when challenged by pluralist remedy.

Fairness, on the other hand, takes diligent thought and deliberation. Special consideration must be given each element of a challenge. Exceptions must be applied in equal share relative to the unique nature of an incident. Cookie-cutter fixes cannot be administered with a routine wave of the hand.

Accepting the challenge of solving a problem consistent with its unique needs and defending equitable, yet unequal, treatment is not for the faint of heart. Standing one’s ground and accepting the possibility of dissension is to invite attack. Sound bites, stock answers and platitudes will not conveniently quiet the challenge. A leader faced with challenge must be completely engaged or risk leaving invested parties cold.

Why isn’t fairness consistently employed and applied? It takes too much work. It invites critique. It uncovers poorly thought out rulings. It exposes weakness. A leader without clear conviction or direction must hide behind policy. They further prefer to have someone else deliver the message. Think of the times you have had a dispute with a service provider and experienced the frustration of explaining the problem to a frontline employee. Their defense is to quote policy over which they have no control. It does not help you.

Among your responsibilities as a great leader is to critically evaluate your policies. Be sure they aren’t written solely for the benefit of your organization – to make life easier for you. Avoid policies that attempt to treat every potentiality in excruciating detail. Have the spine to write policies that give clear definition to boundaries but give employees the room to think and use good judgment. You will be pleased to learn, through experience, that employees will honor the respect you offer them and the risk you take by inviting them to think and make good decisions.

One example of a commonly overdone policy is dress code. The trouble starts when someone tries to describe and define approved articles of clothing. Employees look for exceptions. They creatively find ways to interpret the code and push the boundaries. A much more useful and respectful dress code refers to appropriate attire that presents the company in the best possible light to customers, business associates and fellow employees. Should an employee, in your opinion, dress in a way that you believe violates the spirit of the policy; it is your opportunity to understand their perspective of the company and to help them better understand the image you want to project.

But the point here is less the policy itself than your treatment of it when it is called into dispute. Your challenge is to have the clarity of thought and the direction and purpose of your company well enough in hand to know as situations arise how best to apply policy.

Indeed, to stand one’s ground in the midst of controversy and do the most appropriate thing, when broadcasting a uniform inoculation would suffice is a sign of strength, vision and wisdom. It is a sign of great leadership.

Ben C. Ochs works with companies to improve the leadership skills of their executives and high-potential managers.