Favoritism At Work: What Is It And Is It Illegal?

A workplace plagued by favoritism fosters a hostile environment, leaving many employees feeling overlooked and undervalued. Navigating a scenario where a supervisor shows clear preference for certain employees can be frustrating and distracting, and in severe cases, favoritism may even cross legal boundaries.

In this article, we will explore the concept of favoritism in the workplace, provide examples, discuss how to address it, and offer strategies to prevent its occurrence.

Key Takeaways:

• Favoritism is considered illegal when it involves discrimination against employees based on protected characteristics, such as gender, age, race, or religion.

• People often subconsciously gravitate toward certain personality types, which can inadvertently lead to favoritism.

• Favoritism undermines workplace morale, fosters resentment among employees, stifles growth opportunities, and can lead to higher turnover rates.

• To address favoritism, employees should assess their situation, improve their performance, communicate with their manager or HR, or consider seeking new employment.

What Is Favoritism in the Workplace?

Favoritism in the workplace occurs when a supervisor shows preferential treatment to one employee over others, often without regard for their actual performance or merit. This favoritism leads to unequal opportunities and benefits, which can demoralize other employees.

While some managers may not be aware of their biased behavior, the impact on the work environment is significant and can leave employees feeling unappreciated.

Reasons Favoritism Is Detrimental to a Professional Environment

Favoritism manifests in various negative consequences for organizations, including:

1. Creates animosity among employees. When one employee consistently receives preferential treatment, it breeds frustration among coworkers, undermining team cohesion and productivity.

2. Limits growth opportunities. Employees often view their roles as stepping stones to future advancements. Favoritism restricts others’ chances for promotion and career development, leading to dissatisfaction.

3. Reduces morale. When hard work goes unrecognized due to favoritism, it can lead to diminished motivation and engagement, as employees feel their efforts are futile.

4. Increases turnover rates. Persistent dissatisfaction with favoritism can drive employees to seek new opportunities, resulting in costly turnover for the organization.

Examples of Favoritism in the Workplace

Favoritism can take various forms. Here are some common examples:

1. Excessive attention. When a manager focuses most of their attention on one employee, it limits opportunities for others to improve and develop their skills.

2. Unequal praise. While recognizing an employee’s achievements is important, consistently praising only one individual can signal favoritism and create resentment among others.

3. Extra privileges. Awarding certain employees additional benefits like flexible schedules or extra time off without justification can be perceived as favoritism.

4. Pardoning poor performance. Excusing a favored employee’s lackluster performance can undermine team morale and productivity, as others are left to compensate for their shortcomings.

5. Unmerited promotions. Promotions should reflect performance and contributions, but when favoritism influences these decisions, it can lead to long-term negative impacts on team motivation and dynamics.

How to Address Favoritism in the Workplace

When favoritism arises, it’s important for affected employees to take constructive steps to address the issue:

1. Assess the situation. Before reacting, take time to analyze the circumstances. Understanding the dynamics at play can help ensure your response is justified and productive.

2. Enhance your performance. Strengthening your work performance can provide a solid basis for your concerns about favoritism, showcasing your commitment and competence.

3. Communicate with your supervisor. If favoritism persists, arrange a meeting with your manager to discuss your concerns and seek clarity on how you can improve and be considered for future opportunities.

   • Avoid confrontational language; focus on seeking constructive feedback.

   • Express your enthusiasm for taking on new challenges and responsibilities.

   • If favoritism continues despite your efforts, consider escalating the issue to higher management.

4. Engage your HR department. If your discussions with your supervisor do not yield the desired results, approach your HR department for support and mediation.

   • HR can provide guidance and may facilitate a resolution or transfer to a different supervisor.

   • As neutral parties, HR representatives can often mediate more effectively than direct reports.

5. Consider seeking new employment. If all else fails, searching for a new position may be necessary. Sometimes, finding a supportive work environment is a more viable solution than trying to change entrenched favoritism.

When Does Favoritism Cross Legal Boundaries?

While favoritism can be frustrating, it is generally legal unless it involves discrimination based on specific protected characteristics, including:

• Gender

• Age

• Race

• Religion

If favoritism appears to be paired with harassment or discrimination against employees based on these attributes, it may constitute illegal behavior. However, not every instance of favoritism involving these characteristics is illegal; clear evidence of bias is necessary to substantiate legal claims.

Effective Strategies to Prevent Favoritism in the Workplace

To protect workplace culture and productivity, it is crucial to actively prevent favoritism. Here are some strategies to consider:

1. Foster professional relationships with all employees. Favoritism often arises when managers only engage closely with a select few. Make an effort to build rapport with all team members to promote equity and inclusivity.

2. Implement a performance evaluation system. Establishing clear criteria for evaluating employee performance can help ensure that opportunities and rewards are distributed fairly.

3. Value employee feedback. Regularly solicit input from your team to gain insights into workplace dynamics. Act on feedback relating to favoritism to create a more equitable environment.

4. Address favoritism when observed. If you notice favoritism being displayed by a colleague, consider discussing it with them. A constructive conversation can often raise awareness and lead to positive change.

In conclusion, favoritism in the workplace can significantly harm employee morale, productivity, and retention. Understanding its implications and addressing it effectively is critical for fostering a healthy work environment. By promoting fairness and inclusivity, organizations can enhance overall employee satisfaction and performance.

Author

Sky Ariella

Sky Ariella is a professional freelance writer, originally from New York. She has been featured on websites and online magazines covering topics in career, travel, and lifestyle. She received her BA in psychology from Hunter College.