Scapegoats In The Workplace: Signs & How To Stop It

Updated October 2025:

Ever feel like you’re being blamed for things you didn’t do at work? That sinking feeling of being singled out when the real issue lies elsewhere is a classic case of scapegoating. It doesn’t just hurt the individual, it poisons teamwork, damages morale, and allows deeper problems to fester.

What is a scapegoat?

A scapegoat is a person or group who is unfairly blamed for problems, mistakes, or wrongdoing, often to deflect attention away from the real causes or responsible parties.

Where did the word scapegoat originate?

The word “scapegoat” has its origins in ancient religious practices. It comes from the Old Testament of the Bible, specifically from the Book of Leviticus in the Torah, which is the sacred text of Judaism. In Leviticus 16:8-10, during the rituals of the Day of Atonement (Yom Kippur), a goat was selected by the high priest to symbolically carry the sins of the people away into the wilderness. This goat, known as the “scapegoat,” would be sent into the desert to atone for the sins of the community.

Over time, the term “scapegoat” came to be used metaphorically to describe a person or group who is unfairly blamed or punished for the wrongdoings of others, much like the goat in the biblical ritual. Today, the term is widely used to describe individuals or groups who are unjustly held responsible for problems or mistakes, often as a way to avoid accountability or confront deeper issues.

What are the types of scapegoating?

1. Individual scapegoating: This occurs when one person is unfairly blamed for problems or mistakes.
2. Group scapegoating: In this situation, an entire group of people is blamed for an issue, often based on stereotypes or prejudices.
3. Managerial scapegoating: Managers or supervisors may unfairly blame their subordinates for problems to avoid taking responsibility themselves.
4. External scapegoating: Instead of addressing internal issues, blame is shifted to external factors such as clients, suppliers, or market conditions.
5. Nepotism scapegoating: When relatives in the workplace are protected from blame, non-family employees may become scapegoats. They are unfairly targeted to cover for mistakes made by favoured family members.

In some offices, scapegoating is mixed with bias. For example, sexism in the workplace can make women more likely to be blamed or overlooked.

How do you respond to scapegoating?

1. Stay calm: It’s important not to react impulsively when facing scapegoating. Take a moment to collect your thoughts before responding.
2. Communicate: Discuss the situation calmly with the person or people involved. Explain your perspective and provide any evidence to support your innocence.
3. Seek support: If you feel overwhelmed, reach out to a trusted colleague, manager, or HR representative for guidance and support.
4. Document: Keep records of any instances of scapegoating, including dates, times, and details of what happened. This can be helpful if you need to address the issue formally.
5. Know your boundaries: silence isn’t always golden; letting it slide can cement the unfair label.

What are some examples of scapegoating?

• Blaming someone for a project’s failure, even if they weren’t responsible for it.
• Holding a coworker accountable for a team’s poor performance, despite their efforts.
• Accusing someone of misconduct without proper evidence.

What type of person becomes a scapegoat?

Scapegoats in the workplace can be anyone, regardless of their position or personality. 

Scapegoated employees are often told to “stay positive” or “let it go,” a classic form of toxic positivity that invalidates the harm they’re experiencing and silences necessary conversations.

What kinds of people are most likely to be targeted as scapegoats?

People who are perceived as different or outsiders, those who are less assertive or vocal, and individuals who are not part of the dominant group within the workplace may be more likely to be targeted as scapegoats. Additionally, those who challenge the status quo or question authority may also face scapegoating.

What do people achieve by scapegoating?

Scapegoating allows individuals or groups to deflect blame away from themselves, avoid accountability, and maintain a sense of power or control. It can also serve as a way to vent frustration or hostility towards others. Arrogant employees often use scapegoating tactics.

How do you stop scapegoats in the workplace?

1. Promote a culture of accountability: Encourage open communication and transparency, where individuals take responsibility for their actions and decisions.
2. Address conflicts promptly: Provide opportunities for conflict resolution and mediation to prevent issues from escalating.
3. Educate employees: Raise awareness about scapegoating behaviors and their negative impact on individuals and the organization as a whole.
4. Lead by example: Managers and leaders should model respectful and fair behavior, holding themselves and others accountable for their actions. Be a leader not a boss, because when leadership slips into an autocratic style, scapegoating often becomes the easiest way to avoid responsibility.

Signs you are the scapegoat at work

• Your ideas are dismissed or undermined.
• You’re blamed for mistakes outside your control.
• You’re excluded from meetings or projects.
• Gossip or labels (lazy, unreliable, difficult) stick to you unfairly.
• You face hostility, subtle gaslighting, or sabotage.

If you consistently find yourself blamed for problems or mistakes, marginalized or isolated by your coworkers, and subjected to unfair treatment or harassment, you may be the scapegoat in your workplace. It’s important to recognize these signs and take steps to address the situation. Rather than start taking days off or finding excuses to get out of work, deal with it by seeking support from trusted colleagues or HR, documenting instances of scapegoating, and advocating for yourself assertively but professionally.

Explanation of Why Scapegoating Occurs

Scapegoating often occurs for several reasons:

1. Avoiding accountability: Individuals may seek a scapegoat to deflect blame away from themselves and avoid facing consequences for their own mistakes or shortcomings. By attributing problems to someone else, they can protect their reputation and maintain a sense of control.
2. Maintaining power dynamics: Scapegoating can be a way for individuals or groups to assert their dominance and maintain power within a social or organizational hierarchy. By targeting someone perceived as weaker or less influential, they reinforce their own status and control over others.
3. Managing anxiety and uncertainty: During times of stress or uncertainty, people may seek a scapegoat as a way to alleviate their anxiety and regain a sense of security. Blaming someone else for problems or failures can provide a temporary sense of relief and control over chaotic situations.
4. Group cohesion: Scapegoating can also serve to strengthen group cohesion and solidarity. By uniting against a common enemy, individuals within a group may feel a sense of belonging and camaraderie, reinforcing their bonds with one another.

What are the signs of scapegoats at work?

Scapegoating can present itself in various ways in the workplace and other social settings. Some common manifestations of scapegoating include:

Undermined: Their contributions and achievements may be disregarded or minimized. Undermining behaviour can be subtle like witholding information or ignoring input. Additionaly, their coworker may treat them like subordinates.

Blame-shifting: Scapegoating often involves assigning blame to a specific individual or group for problems or mistakes, even if they are not responsible. This blame-shifting can be overt, with accusations made directly, or subtle, with the scapegoat being subtly undermined or marginalized.

Exclusion: Scapegoats may find themselves excluded, ignored or isolated from their peers, either socially or professionally. They may be left out of important meetings, projects, or discussions, or deliberately excluded from social gatherings and interactions.

Negative labeling: Scapegoats may be subjected to negative labels or stereotypes that reinforce their role as the designated target. They may be portrayed as incompetent, lazy, unreliable, or untrustworthy, regardless of their actual abilities or performance.

Unfair treatment: Scapegoats may experience unfair treatment or discrimination in the workplace, including verbal abuse, harassment, or sabotage of their work. Co-workers may spread lies about them to their boss. They may also be denied opportunities for advancement or recognition, despite their qualifications and contributions.

Hostility and aggression: Scapegoating can create a hostile and aggressive environment, with the scapegoat becoming the target of verbal attacks, bullying, or intimidation from their peers or superiors. In some instances gaslighting can also be present.

High turnover: In workplaces where scapegoating is prevalent, there may be a high turnover rate as individuals who are targeted or witness scapegoating choose to leave the organization rather than endure the toxic environment.

FAQs on Scapegoating at Work

Q: Is scapegoating the same as bullying?
A: Not always. Bullying is direct hostility, while scapegoating is unfair blame. But the two often overlap.

Q: Can managers be scapegoats too?
A: Yes. Executives sometimes blame middle managers to shield senior leadership.

Q: What’s the long term damage of scapegoating?
A: It lowers morale, increases turnover, and hides the real issues, often costing businesses talent and money.

Summing Up

Being the scapegoat at work isn’t just frustrating, it’s exhausting. You end up carrying blame that isn’t yours, while the real issues stay hidden. Over time, that eats away at confidence, trust, and even your desire to stay in the job.

You don’t have to just “take it.” Document what’s happening, speak up when needed, and lean on HR or allies who see the bigger picture. And if leadership is serious about culture, they’ll step in to stop the cycle.

Scapegoating is a shortcut for weak managers, but it doesn’t solve problems. Workplaces that face issues honestly, build stronger teams, keep good people, and create an environment where blame isn’t a game, it’s accountability. Creating fair and equal workplaces through diversity and inclusion is paramount to running a successful workplace.

This article was updated in October 2025 as part of our regular content review.

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