How to complain about favoritism at work

To complain about favoritism at work, evaluate the situation, document what's happening, talk to your supervisor, and if necessary, bring awareness to the higher-ups using the company's grievance policy and seeking support. When you talk to others about what is happening be clear and specific about your concerns and provide evidence to support your claim. By taking these steps, you can address the situation of favoritism at work and ensure that you are being treated fairly.

Your workplace should be a space where teammates can work together harmoniously, not secretly hiding animosity. Unfortunately, favoritism in the workplace can be a pervasive problem. That is why it's important to understand the signs of favoritism and the steps you need to take to report the situation.

• Evaluate the situation.

To fully understand the situation it's important to understand what favoritism looks like. If a worker kisses up to the boss and works extra hard to please managers, then being favored isn't illegal. It's the same if the boss likes the worker's personality or has social connections with them (e.g., it's his wife's cousin). The key is to understand when the situation is complaint worthy.

Signs of favoritism at work include:

• Offering special or extra privileges to some workers (e.g., extended lunch breaks, extra vacation days)

• Having double standards (e.g., punishing one employee but not the other for doing the same thing)

• Forming informal bonds (e.g., spending a lot of time with one employee, even after hours)

• Taking away from one employee to give to another (e.g., handing a project to a favored employee even if they're less qualified)

• Providing more coaching to certain employees (e.g., providing extensive free training or help)

• Assigning desired tasks to particular workers (e.g., giving easier or higher-profile assignments)

• Document everything.

Keep a record of the instances where you feel you were treated unfairly due to favoritism. This can include dates, times, locations, and what was said or done. Keep in mind that you may need to share this document with HR or your supervisor to support your case. Try not to let emotion color how you document these occurrences, you want to be objective and concise.

• Talk to your supervisor.

Schedule a meeting with your supervisor to discuss your concerns. Be specific about the instances of favoritism and how they are affecting your work. Listen to their response and ask for feedback. If your supervisor is involved in favoritism, you may need to escalate the issue to someone higher up in the chain of command.

• File a grievance.

If you are not satisfied with your supervisor's response or if you do not feel comfortable talking to them, use the company's grievance process to file a complaint. Follow the steps outlined in the process and provide evidence to support your claim.

• Seek support.

If your company has a Human Resources department, you can seek their advice on how to handle the situation. They can provide guidance on how to file a complaint, the company's policies on favoritism, and the steps you can take to address the issue.