Favouritism at Work: How to Recognize and Address Unfair Treatment

Navigating workplace dynamics can be challenging, but fairness should always be the top priority if the company wants its teams to thrive. Favouritism — when someone at a higher position consistently favours certain employees — can shake the foundation of a team. This manifests in someone always getting the best projects, or getting a promotion out of the blue because of personal connections. As a result, the work environment can quickly turn toxic.

In this article, we’ll explore how to complain about favouritism at work, how it affects the team dynamic, and how to handle it in a way that’s both professional and constructive.

Signs of Favouritism at Work

Favouritism in the workplace isn’t always obvious, it can be subtle, hiding in plain sight. Here are some key signs to watch out for:

Unequal access to opportunities

If some employees are always getting the big projects, special training, or a leg up in promotions while others seem to be stuck in place, favouritism might be at play. HBR reports that, according to a study, 56% of managers had a favourite in mind for a promotion before the formal review process began. 

When opportunities aren’t spread fairly, frustration builds, and so does disengagement. This can make it difficult for deserving employees to progress in their careers, which leads to frustration. When opportunities are distributed unfairly, it not only affects everyone in the team but also weakens overall business performance.

Inconsistent enforcement of rules

If one person seems to get away with tardiness, missed deadlines, or a lighter workload, it’s an unquestionable sign of uneven treatment. When employees are held to different standards, it can seem isolating and unfair. After all, consistency is key for maintaining trust across the team.

Excessive praise or protection

Sometimes certain employees can get much praise, even for the smallest things, while others' hard work goes unnoticed. This can make things feel out of balance and leave others feeling frustrated because they might feel their own contributions aren’t appreciated. This type of favouritism not only holds that individual back but can also harm the overall team spirit, making everyone feel a little less valued. 

Social relationships influencing decisions

It’s natural for people to become friends at work, but when these friendships start affecting professional decisions, like promotions, raises, or task distribution, things start to get gloomy. The line between camaraderie and favouritism can get blurry, but it’s crucial to maintain professionalism in all decisions.

How Favouritism Affects Workplace Culture

When favouritism goes unchecked, it can have serious consequences for both employees and the organization as a whole.

It damages morale

If some people on the team think their efforts don’t matter in contrast to someone else’s personal connection, it’s hard to stay motivated. With time, frustration sets in, and talented employees may start looking for workplaces where effort and results are valued and rewarded. It’s not just about the work, it’s also about feeling valued.

It creates division within teams

Favouritism divides teams. Employees who are constantly passed over for opportunities may start being less proactive and involved, and collaboration can quickly become strained. This kind of divide can negatively impact both communication and teamwork. When trust breaks down, it’s hard to work together smoothly.

It can lead to high turnover

Some people in the team who don’t receive favors from a manager or a leader can see that their chances for growth are being blocked by favouritism. This makes them more likely to quit. A company known for being treated unfairly at work by a manager will struggle to attract and keep top talent. A recent study shows that 33% of employees leave their jobs due to perceived favouritism or unfair treatment by management.

Some team members who don’t receive favors from a manager or leader may realize that their chances for growth are being blocked by favouritism. This makes them more likely to quit. 

There are potential legal and HR implications

If favouritism continues unchecked, it can lead to accusations of discrimination or unfair treatment, which can create serious problems for the company. This includes potential damage to the company’s reputation and even lawsuits. Letting favouritism persist opens the door to legal and HR challenges that could harm both the organization and its employees.

How to Address and Report Favouritism

If you’re experiencing or witnessing favouritism at work, addressing it professionally is crucial. Here are steps to navigate the situation:

Document specific incidents

Keep a record of situations where favouritism is undeniable. Take note of dates, details, and any actions taken to show that the treatment is not equal. This can help you build a case if you need to speak with HR or management later on.

Have a professional conversation

Try approaching the person involved. Try to keep it focused on the bigger picture: fairness. You can say, «I’ve noticed some inconsistencies in how projects are assigned. Can we talk about how these decisions are made?» Keeping the tone calm and constructive will make it easier to have an open conversation.

Ask for HR’s support

If the situation doesn’t improve, it might be time to talk to HR. Present the documented examples and express how this is affecting morale and productivity. HR is there to assist in managing conflicts, and they can step in to ensure a fairer process is in place. Additionally, if you have someone fulfilling the role of a career mentor in your company, they can also be a solution — as someone with experience in your industry to offer tailored advice and insight. 

If you’re unsure how to complain about favouritism at work, HR professionals or workplace mentors can guide you through the process, ensuring that your concerns are taken seriously without fear of retaliation.

Stay solution-oriented

Rather than framing it as a complaint, focus on how addressing favouritism can lead to a healthier, more productive team environment. Keep the conversation positive and solution-oriented. Talk about how this can boost morale, increase trust, and ultimately lead to a more productive and motivated team. 

Preventing Favouritism in the Workplace

It’s not only up to employees to address favouritism — companies and managers play a huge role in creating a fair and inclusive workplace. Here are a few ways to foster fairness:

Encourage transparency

Set clear and objective criteria for promotions, assignments, and evaluations. When employees understand how decisions are made, they are more likely to feel confident in the fairness of workplace policies. When everyone knows the reason behind decisions, it builds trust. Transparent processes help avoid confusion and prevent feelings of being treated unfairly at work by a manager.

Prioritize diversity and inclusion

A diverse workplace is less likely to fall into the trap of unconscious biases. By encouraging diverse perspectives and ensuring all employees feel that they’re respected and heard, managers can make more objective decisions. This can be achieved through diverse hiring practices, inclusive leadership training, and fostering an environment where employees from all backgrounds are seen.

Train managers on fairness

Training managers to recognize and avoid bias is essential for fostering a fair workplace. Unconscious biases can often influence decision-making without anyone realizing it, leading to favouritism or unequal treatment. By providing managers with the right tools and resources, organizations can ensure that their leaders remain objective and make decisions based on merit, not personal connections or stereotypes.

Promote open feedback

Employees should perceive it safe to express concerns about workplace dynamics. Implementing regular feedback sessions and anonymous reporting options will let managers address issues before they become bigger problems. 

For example, companies like Google have implemented structured feedback mechanisms where employees can share concerns without fear of retaliation, leading to increased transparency and trust. Studies also show that organizations with open feedback cultures experience higher employee satisfaction and reduced workplace conflicts, making it transparent that proactive measures are beneficial for both employees and the company as a whole.

Building a Fairer Workplace Culture

Favouritism at work can be subtle, but if not dealt with, its effects are devastating on teams and businesses. By recognizing the signs, understanding its impact, and taking professional steps to address it, you can advocate for fair treatment and a healthier workplace culture.

If you’re dealing with favouritism at work, seeking support from HR professionals or coaches and mentors like the ones at Miranna might help. They can provide valuable guidance on navigating these challenges effectively and offer strategies to address and overcome any biases that may be affecting workplace dynamics. They can also facilitate open conversations about fairness, ensuring that everyone feels heard and respected.

FAQ

How do you deal with favouritism at work?

Dealing with favouritism at work requires a strategic and professional approach. Start by documenting specific incidents where favouritism has affected you or your colleagues. If you feel comfortable, have a direct but respectful conversation with the manager involved, focusing on fairness rather than accusations. If the issue persists, escalate it to HR with clear examples. Seeking mentorship or coaching can also help you navigate the situation. Ultimately, if favouritism creates a toxic work environment with no resolution, it may be time to explore other opportunities.

Is favouritism okay in the workplace?

Favouritism is generally seen as unprofessional and detrimental to workplace morale. While personal connections naturally influence relationships at work, consistently favoring certain employees for promotions, projects, or perks undermines fairness and team dynamics. This can lead to resentment, reduced motivation, and even high employee turnover. A fair workplace prioritizes merit, performance, and transparency in decision-making.

Is favouritism illegal at the workplace?

Favouritism itself is not necessarily illegal, but it can cross legal boundaries when it results in discrimination. If favouritism is based on protected characteristics such as race, gender, age, religion, disability, or other legally protected factors, it may violate labor laws. In such cases, affected employees can file complaints with HR or relevant government agencies like the EEOC (Equal Employment Opportunity Commission) in the U.S. If favouritism affects pay, promotions, or job security unfairly, legal action may be warranted.

What to do when you are not treated fairly at work?

If you feel you are being treated unfairly at work, first assess the situation objectively and document specific instances of unfair treatment. If possible, address the issue with your manager professionally, focusing on constructive feedback rather than confrontation. If the issue persists, escalate it to HR with documented evidence. Seeking guidance from a mentor, career coach, or legal professional can also help. If the workplace culture remains unfair and unchangeable, considering other job opportunities might be the best long-term solution.