Other methods for redressing the seemingly unequal and oppressive relations between employers and employees involve breaking the monopoly on decision making that management typically has within a given firm or employment arrangement. Typical workplaces are hierarchical rather than democratic. Many egalitarian critics of work call for the workplace to be more democratized, with workers having a greater say not only concerning their own working conditions but also concerning decisions usually reserved for management. Advocates for workplace democracy often argue that it is likely to be the most effective workplace organization in protecting workers’ interests. (González-Ricoy 2014). Others emphasize that the workplace is a microcosm of larger society and hence serves as a training ground for the development of virtues needed to live in a larger democratic society (Pateman 1970, Estlund 2003). But perhaps the most basic argument for workplace democracy is that firms are analogous to states, and so if the state ought to be governed democratically, so too should firms and other workplaces (Dahl 1986, Mayer 2000, Landemore &amp; Ferreras 2016). Workplace democracy would seem to render the workplace more just inasmuch as it makes workers’ conditions a partial byproduct of their consent and a reflection of their autonomy (Schaff 2012).