Favouritism in the workplace is a common but often overlooked issue that can create a toxic work environment. It occurs when certain employees receive preferential treatment over others based on personal relationships rather than merit or performance.
Workplace favouritism can manifest in many forms, from promotions and salary increases to better assignments and leniency in enforcing rules. In some cases, favouritism can be so extreme that employees begin to question if favouritism is discrimination or if favouritism is illegal at work.
Here are some common types of favoritism at work, along with examples. We’ll also look at the downsides, signs to watch for, and what you can do about it.
What is Favouritism at Work?
Favouritism at work refers to preferential treatment given to specific employees based on personal bias rather than qualifications, skills, or experience. While some degree of workplace relationships is natural, work favouritism crosses the line when it negatively impacts fairness and morale.
10 Different Types of Workplace Favouritism
There are different types of workplace favouritism. Here are ten common ones:
1. Nepotism
Favouring family members for jobs, promotions, or special treatment can undermine team morale. Employees may feel overlooked if they are passed over for opportunities in favour of someone less qualified simply due to their family ties.
2. Cronyism
Granting privileges to close friends, even if they’re less qualified, can breed resentment among the workforce. This type of favouritism leads to a lack of trust, as employees feel that personal relationships are more important than skills or performance. It can also fuel resentment, encourage covert bullying, and lead to an unfair work environment.
3. Political Favouritism
Rewarding employees who align with a leader’s views or engage in flattery creates a toxic work culture. This can marginalize employees with different viewpoints and limit diverse opinions, ultimately stifling innovation.
This type of behavior reinforces confirmation bias, where leaders favor ideas that validate their own beliefs while dismissing differing perspectives. As a result, employees who experience cognitive dissonance—the discomfort of holding opposing views in an environment that rewards conformity—may feel pressured to suppress their opinions, further narrowing creativity and critical thinking.
4. Seniority Bias
Favouring employees solely based on their length of service rather than merit often results in stagnation. While experience is valuable, this bias overlooks employees who may be more skilled or capable of contributing in new ways. In some cases, this can also lead to ageism in the workplace, where younger employees are denied opportunities for growth simply because they haven’t been with the company as long, regardless of their qualifications or potential.
5. Gender Favouritism
Giving preferential treatment based on gender can lead to workplace discrimination and a hostile environment. It perpetuates stereotypes, limits opportunities for all employees, and reinforces inequality, especially when one gender is consistently promoted over others. Intersectionality plays a crucial role, as gender bias does not exist in isolation—it often overlaps with race, age, and socioeconomic status, making discrimination even more pronounced for individuals who face multiple layers of bias.
6. Racial or Ethnic Favouritism
Favouring employees of a particular race, ethnicity, or cultural background perpetuates inequality and divides teams. It creates a work environment where people feel their worth is judged based on their identity rather than their qualifications or work ethic.
7. Performance Favouritism
Giving excessive rewards, recognition, or promotions to high performers while neglecting the rest of the team can lead to feelings of alienation and resentment. It can create an unhealthy competitive culture and lower morale among employees who feel their contributions go unnoticed.
8. Personal Interest Favouritism
Managers favouring employees who share their hobbies, interests, or lifestyle may inadvertently create an environment where employees feel they must conform to personal preferences to succeed. This undermines fairness and may leave others feeling left out or undervalued.
9. Romantic Favouritism
When a superior gives unfair advantages to an employee due to a romantic relationship, it compromises the integrity of workplace decisions. This kind of favoritism can lead to perceptions of bias, and may even lead to legal issues or conflicts of interest within the company.
10. Cliques and Social Favouritism
Certain employees being included in exclusive social groups while others are excluded from opportunities can create division within the workplace. It discourages collaboration and innovation, as some employees are marginalized based on social preferences rather than work performance.
Workplace Favouritism Examples
Here are some clear examples of favouritism at work and how they can create an unfair environment:
1. Unequal Promotions
A highly skilled and experienced employee is overlooked for a promotion, while a manager’s close friend, who has less experience, is promoted instead. This is a common sign of favouritism in the workplace, as promotions should be based on merit, not personal relationships.
2. Assigning the Best Projects to Favourites
In some workplaces, managers assign important, high-visibility projects only to a select group of employees they personally like. This form of preferential treatment limits career growth for others.
3. Leniency Toward Certain Employees
Some employees may be allowed to come in late, leave early, or break company rules without consequences, while others are disciplined for minor infractions. This double standard is a key indicator of workplace favouritism. When a coworker oversteps their authority due to favoritism, it can leave others feeling powerless and undervalued.
4. Exclusive Perks for Certain Employees
A manager might approve salary raises, bonuses, or special training opportunities for their favourites, leaving others feeling unappreciated.
5. Ignoring Complaints Against Favoured Employees
If employees file complaints about misconduct or poor performance against a favoured coworker and no action is taken, this is another clear case of favouritism at work. When favoritism is allowed to flourish, employees may notice coworkers overstepping boundaries at work, with little to no consequence. This can lead to frustration and, in some cases, even cause talented individuals to leave.
6. Excessive Praise or Visibility for Certain Employees
When a manager consistently highlights the work of their favourites while ignoring the contributions of others, it can demotivate hardworking employees. Favouritism in the workplace can often be subtle, but constant praise for the same individuals is a major red flag.
7. Allowing Family or Friends to Skip the Hiring Process
Nepotism is one of the most blatant forms of workplace favouritism. If a manager hires a family member without considering other qualified candidates, it creates an unfair system where connections matter more than skills.
8. Shielding Favourites from Criticism
In some cases, favouritism in the workplace appears when certain employees never receive constructive feedback, while others are constantly under scrutiny. This unfair treatment can make it seem like one employee’s work is being undervalued compared to others, creating tension among coworkers.
9. Providing More Learning and Development Opportunities to Favourites
If only a small group of employees receives mentorship, training, or leadership development programs, it prevents others from advancing their careers. Work favouritism often leads to a stagnant work environment where only certain individuals grow.
10. Overlooking Underperformance of Favourites
If a favoured employee consistently misses deadlines or produces subpar work but is never held accountable, it can frustrate coworkers who are expected to perform at a high standard.
What are Signs of Favouritism in the Workplace?
Recognizing workplace favouritism can be challenging, but here are some clear signs to watch for:
- Certain employees always get the best assignments or promotions.
- Some employees can break the rules without consequences.
- Managers have personal friendships with specific employees.
- Recognition and rewards are not distributed fairly.
- Employee complaints about favouritism at work are ignored.
- Opportunities for career growth are limited to a select few.
Negative Effects of Favouritism in the Workplace
Workplace favouritism can have serious consequences for both employees and the company. Some negative effects include:
- Lower Employee Morale – Employees who feel undervalued may become disengaged, leading to resentment and insubordination as they push back against perceived unfairness.
- Decreased Productivity – A sense of unfairness can reduce motivation and effort.
- Higher Turnover Rates – Talented employees may leave for a company that values merit.
- Toxic Work Culture – A culture of favouritism in the workplace breeds resentment and distrust.
- Legal Risks – If favouritism at work leads to discrimination, it could result in legal action.
Is Favouritism Illegal at Work?
Favouritism itself is not necessarily illegal. However, favouritism at work becomes illegal if it violates employment laws. For example, if workplace favouritism is based on race, gender, age, or another protected characteristic, it can be considered workplace discrimination.
How to Deal with Favouritism in the Workplace
When I was working overseas, I witnessed workplace favouritism firsthand in the form of ethnic favouritism. A group of employees were hired primarily to meet diversity quotas, but beyond that, they were also given preferential treatment to maintain the company’s image and avoid criticism of tokenism. Despite being completely unqualified for their roles, they were shielded from scrutiny and given opportunities that others had to work hard for.
Rather than letting this unfairness affect me, I took a different approach. I focused on proving my value through my work ethic, skills, and results. I made it clear—without saying a word—that the company needed me more than them. My contributions spoke for themselves, and even those benefiting from favouritism knew they couldn’t match my level of performance.
If you suspect work favouritism, here are some steps you can take:
- Document the Behaviour – Keep records of any unfair treatment.
- Address the Issue Professionally – Speak to your manager or HR about your concerns.
- Stay Professional and Focus on Your Work – Continue performing well despite the unfairness.
- Seek Opportunities Elsewhere – If the situation doesn’t improve, consider moving to a company that values fairness.
How to Complain About Favouritism at Work
If you need to report favouritism at the workplace, follow these steps:
- Gather Evidence – Record specific instances of unfair treatment.
- Report to HR or a Higher Authority – File a formal complaint if necessary.
- Use Anonymous Reporting Channels – Some companies have confidential reporting options.
Solutions to Favouritism in the Workplace
Companies can reduce favouritism at work by implementing:
- Clear and Fair Promotion Policies – Ensure career growth is based on performance.
- Hire candidates based on merit and qualifications.
- Equal Opportunity for Training and Development – All employees should have access to learning.
- Stronger HR Oversight – HR should monitor and address signs of workplace favouritism.
- Anonymous Employee Feedback – Allow employees to report unfair treatment safely.
Broader Organizational and Cultural Impacts of Favouritism
While favouritism can have immediate effects on individual relationships and team dynamics, its long-term consequences are often felt at a broader organizational and cultural level. It is crucial to understand how favouritism not only shapes interpersonal interactions but also influences the overall success and health of the workplace. The impact of favouritism stretches beyond just one team or department—it can ripple through an entire organization, altering its culture and operational outcomes.
Impact on Organizational Performance and Productivity
Favouritism may, at first glance, seem to benefit those who are favoured, but in the long run, it can undermine organizational performance. When resources, opportunities, or promotions are distributed based on favouritism rather than merit, it can lead to suboptimal performance. Employees may feel less motivated to contribute their best efforts, knowing that success is not determined by their capabilities but by their proximity to those in power. This lack of motivation can create stagnation and hinder overall productivity.
Impact on Employee Morale and Turnover
As favouritism permeates an organization, it can quickly erode employee morale. Those who feel overlooked or undervalued may experience frustration, which could lead to disengagement. Over time, this frustration can escalate, causing high-performing employees to leave the organization in search of more equitable work environments. High turnover rates not only affect morale but can also be costly to organizations, leading to the loss of valuable skills and institutional knowledge.
Influence on Company Culture and Workplace Values
An organization’s culture reflects its values, behaviours, and expectations. When favouritism is evident, it sends a message that relationships, rather than competence, are prioritized. This can cause a shift in organizational values, with employees beginning to emulate this behaviour in their own interactions. The resulting culture may prioritize networking over skill-building, leading to a work environment where meritocracy takes a back seat to favouritism. This shift can be damaging in the long term, as it discourages transparency and trust, two key elements in building a strong, cohesive culture.
Creation of Unhealthy Rivalries and Division
Favouritism can create an environment where employees are pitted against one another. Rather than fostering a sense of teamwork, it encourages unhealthy competition, where individuals seek to outshine each other or gain favour with those in power. This not only leads to divided teams but also fosters a lack of collaboration, which can be detrimental to the organization as a whole. In extreme cases, favouritism can lead to cliques and factions within the workplace, making it difficult for teams to function cohesively.
Reputation and Public Perception
Favouritism, if left unchecked, can harm an organization’s reputation both internally and externally. Employees who perceive favouritism may talk about it openly, spreading negativity within the workplace. This could eventually reach potential employees or clients, tarnishing the company’s image. Organizations that are known for favouritism may struggle to attract top talent, as skilled individuals are less likely to want to work in environments where favouritism is the norm rather than the exception.
Final Thoughts
Favouritism at work can make employees feel frustrated, unmotivated, and even pushed out. When some people get special treatment while others are overlooked, it creates tension and a toxic atmosphere. The best workplaces are fair, where everyone has a chance to grow based on their skills and hard work—not personal connections. Calling out favouritism and pushing for fairness helps create a more positive and productive environment for everyone.
I truly believe that a great workplace values every employee for their unique skills and contributions—not just a select few. In my own business, I made sure that no one felt overlooked or sidelined, and I think that’s one of the reasons we succeeded. When people know they’re being treated fairly, they’re more motivated, creative, and loyal. Favoritism only creates resentment and stifles growth. That’s why I always focused on building a team where everyone had a fair shot—because when everyone thrives, the business thrives too.
