.webp?width=1200&height=800&name=favoritism-at-work%20(1).webp)
Accusations of favoritism at work can be uncomfortable and even damaging if they're not handled correctly. Whether concerns are based on misunderstanding, perception or real inconsistencies, as an employer or manager, you'll need to treat these situations seriously.
Favoritism in the workplace affects overall morale, productivity, turnover and trust, so it can have a ripple effect throughout your company. You might be wondering, "Is favoritism in the workplace illegal?" It's a common question, and the reality has some nuance.
Here's how to respond professionally when an employee raises concerns, address potential bias, and create a fairer workplace where every member of your team feels valued.
RELATED: Handling Employee Complaints Against a Manager >>
Favoritism happens when a manager appears to give an unfair advantage to certain employees based on personal preference rather than merit. Unlike strategic recognition of high performers, "playing favorites" involves unequal access to opportunities, benefits, or positive treatment.
Many times, favoritism isn't intentional. Small, repeated actions or unexamined habits can give employees the impression of unequal treatment, even when you believe you're being fair.
This is one of the first questions employers ask, and the answer is somewhat complicated. Favoritism itself is not illegal, but it can become illegal if it involves discrimination or retaliation.
Favoritism becomes unlawful when it's tied to race, gender, age, religion, disability, or any protected class, when romantic relationships lead to hostile work environments, or when retaliation happens, such as favoring an employee who supports management or punishing one who has complained.
Even when favoritism isn't illegal, it's still harmful because it undermines credibility, reduces employee engagement, and can trigger conflict among your team members.
RELATED: The Breakdown of Trust in the Workplace - 4 Damaging Behaviors >>
Accusations should never be brushed aside, and a thoughtful response to them can help you maintain trust and protect your organization.
Accusations can feel personal, but reacting defensively only increases tension. Your goal is to listen, not to justify. Instead of getting upset, thank the employee for coming forward, maintain neutral body language, and focus on understanding rather than explaining.
Responding with openness shows that you value employee feedback.
Encourage the employee to share specific behaviors, not general perceptions. You can ask them questions such as:
Gathering details helps distinguish between miscommunication, perception, and actual inconsistency in your treatment of employees.
After the meeting, review everything objectively. Look for patterns in shift assignments, praise, project opportunities or discipline, whether you provide certain employees more flexibility, any habits that may unintentionally appear biased, and documentation supporting your decisions (or lack thereof).
What matters is not only what's actually happening, but what employees believe is happening.
Once you've evaluated the situation, meet with the employee to discuss the issue, acknowledge any actions that could have contributed to the perception, and explain how decisions were made.
You may also want to share the steps you'll take to increase transparency, since even if favoritism wasn't occurring, showing accountability strengthens trust.
If you discover that your behavior, even unintentionally, contributed to unequal perceptions, it's important to take corrective action. For example, you could consider making changes like:
You don't need to publicize these changes, as your actions will speak for themselves.
Documentation helps protect you and your organization. Be sure to keep a record of employee concerns, the details of your discussions, any investigations or data reviewed, and the corrective actions you took.
Accusations of favoritism can escalate into formal complaints, so you'll want to have documentation to ensure clarity and transparency.
RELATED: Set-Up-to-Fail Syndrome - The Manager's Role >>
Even when unintentional, favoritism damages teams in lasting ways. It can:
Employees who feel overlooked often disengage, assuming their efforts won't be recognized.
High performers are especially likely to leave environments they feel are unfair.
Conflict, resentment, and lack of clarity disrupt collaboration and focus.
You lose influence when trust erodes.
Although favoritism alone isn't illegal, it can develop into discriminatory patterns if left unaddressed.
Understanding these impacts highlights why you need to take any accusations seriously.
The best way to respond to favoritism accusations is to prevent them through transparent, consistent practices. To do that, ensure you have clear, objective criteria for making decisions.
That includes how promotions, raises, shift assignments and other factors are determined. Publish your criteria so employees understand how to succeed.
Also, be mindful of personal relationships and provide equal access to opportunities. You might naturally connect with some employees more than others, but boundaries matter.
All employees should also be able to receive training and development opportunities and access to mentoring. Tracking participation can help ensure fairness.
When you keep your decisions transparent and train your managers on what to look for in their own interactions, you can reduce assumptions and help everyone avoid unconscious bias. That will create stronger, fairer teams and a better working environment for everyone.
RELATED: Quiet Firing - Learn the Dangers of This Management Tactic >>
Being accused of favoritism at work can feel uncomfortable, but it presents an opportunity to strengthen your leadership and your team's trust. Whether favoritism was real, perceived, or based on a misunderstanding, taking employee concerns seriously shows your professionalism and integrity.
By listening openly, evaluating facts, making necessary adjustments, and maintaining transparency, you'll reinforce a culture of fairness where everyone feels valued, respected, and supported.
When questions around consistency or favoritism arise, small businesses need clear policies, steady guidance and experienced HR partners who understand the day-to-day realities of managing teams.
As a certified PEO, Axcet helps employers create transparent processes, improve manager confidence, and build workplaces where employees feel supported and treated fairly. Connect with our team to learn how dedicated HR expertise and Fortune 500-level employee benefits can help your business thrive. Schedule a consultation >>
.png){kind=logo}
.webp)
Let us know what you think...