Discrimination in the workplace often hides behind subtle actions, such as the denial of a promotion. While some denials are matters of merit, a denial based on discrimination demands appropriate action.
Recognizing the signs of discrimination can help you take the right steps to address it.
Different treatment based on personal characteristics
Discrimination usually occurs when a person receives different treatment due to characteristics such as race, gender, age, religion or disability. Consider whether others with similar qualifications and experience receive regular promotions. If they do, while you do not, this could indicate discrimination.
Lack of clear criteria
Promotions should follow clear, objective criteria, such as performance reviews, qualifications and experience. When a promotion process lacks transparency or relies on vague criteria, this may allow discrimination to occur. A discriminatory employer might not be able to provide a reasonable explanation for why one employee receives a promotion while another does not. This raises concerns about potential discrimination.
Patterns in promotion decisions
Looking at patterns in promotion decisions can help identify discrimination. Note whether your company consistently promotes individuals of a certain race, gender or age group. This pattern may suggest discriminatory practices. For example, a company might predominantly promote younger employees despite having qualified older employees.
Derogatory comments or behaviors
Discrimination often accompanies derogatory comments in the workplace. If a manager makes negative remarks about an employee’s personal characteristics, discrimination could be at play. Even if these comments are not directly tied to the promotion decision, they create a hostile environment that can impact career advancement.
Employees should pay attention to fairness and consistency in promotion decisions. If they notice discrepancies, this may indicate employee discrimination.
