In this episode, host Jude Fiddler discusses one of the biggest misconceptions in HR - that consistency should be the top priority and goal. She argues that consistency queens, or those who rigorously pursue uniformity, are implementing practices that often create more risk rather than value.

Fidler challenges the idea that simply treating all employees or situations identically makes for fair and reasonable procedures. Using examples like disciplinary actions and sickness policies, she explains how the same responses disregard individual circumstances and protected characteristics.

Instead of consistency, Fidler advocates looking at each case individually to understand factors like adjustments, roles, impacts, and reasons behind issues. Outdated metrics like the Bradford Factor are critiqued for their overly objective nature that fails to consider nuances.

Templated documents and rigidly following policies regardless of facts are also criticized as inconsistent with good HR practices. Fidler offers permission for listeners to ditch consistency as their driving focus and gain confidence crafting individualized solutions. The goal shifts to minimizing risk through empathetic, strategic handling of varied personnel situations.

By questioning the primacy of uniformity and questioning what specific situations truly require, this episode encourages a shift toward customized, values-based people management practices. Fidler's message inspires reconsidering preconceptions around consistency in favor of holistic, context-aware approaches.