Favouritism in the Workplace: A Silent Barrier to Meritocracy

- By Group 4

Ankit, the rockstar programmer at Netflix, glided through complex algorithms like a
magician. His code was a thing of beauty, consistently hitting deadlines and blowing
expectations out of the water. Nights and weekends weren't work- they were a badge of
honour, a way to prove his devotion to the projects he lovingly built. His colleagues
loved his team spirit, and his boss praised his coding magic. A quiet confidence
bloomed within him. This year, during reviews, maybe, just maybe, his dedication
would be rewarded with that promotion, the next step up the ladder.

One crisp morning, Ankit sat on pins and needles waiting for his review. He'd polished
his self-assessment- he was ready. But as he settled in across from David, his
manager, a knot of unease tightened in his gut. David flipped through the papers, his
usual spark replaced by a weird tension. He mentioned Ankit's achievements, but in a
flat tone that lacked its usual appreciation. Then, to Ankit's complete shock, David
nitpicked minor stuff, things that seemed insignificant compared to his overall
excellence. The promotion Ankit had silently craved went to Ravi, a good coder, sure,
but his work wasn't even close to Ankit's. He couldn't help but wonder if Ravi's personal
connection with David, their constant weekend golf meets, had somehow tipped the
scales.

"It is not good for a judge to take sides, but some will sin for only a piece of bread"
(Proverbs 28:21 NCV).

This proverb resonates in the modern workplace, where fairness and impartiality are
supposed to be the cornerstones of advancement for talented and dedicated
employees. Unfortunately, favouritism, the act of showing preference to certain
individuals, can emerge as a significant hurdle, creating a culture akin to a biased judge
swayed by personal gain. Despite the pervasive ideals of meritocracy, favouritism
undermines these principles, casting a shadow over organizational integrity and
employee morale.

The Problem:

At its core, favouritism in the workplace represents a departure from the merit-based
systems. It is the preferential treatment of certain individuals over others, often based
on personal connections or subjective preferences rather than objective qualifications.
This preferential treatment can take various forms, from unjustified promotions and
plum assignments to leniency in disciplinary actions or access to resources.

Let's consider an example at Adobe. In 2022, Adobe implemented a mandatory

unconscious bias training program for all managers. This program helped raise
awareness of favouritism and its negative effects. Before the training, there may have
been situations where a manager, influenced by unconscious bias, favoured a
candidate for a promotion based on personality or background instead of
qualifications. After the training, managers are better equipped to identify and mitigate
bias, ensuring promotions go to the most qualified candidates.

The ramifications of favouritism extend far beyond mere perception. When employees
perceive that success hinges on factors beyond their control, such as personal
relationships, it undermines their motivation and erodes trust in leadership.
Consequently, productivity suffers as disengagement sets in, and talented individuals
like Ankit may leave the company, disillusioned by the lack of meritocracy.

Potential Reasons:

Understanding the root causes of favouritism is crucial in devising effective strategies

for its mitigation. While each organization's context may differ, several common factors
contribute to the prevalence of favouritism:

• Analytical Factors: Human beings are prone to biases, and managers are no
exception. Unconscious biases may lead them to favour individuals who
resemble them in terms of personality, background, or values, perpetuating a
cycle of homogeneity within the organization.
• Subconscious Influences: Decision-making processes are often influenced by
factors beyond conscious awareness. Personal preferences, social
connections, or even subtle cues can sway judgments, leading to biased
decisions in the favour of certain individuals.
• Informal Culture: Organizational culture plays a pivotal role in shaping
behaviour and norms. In environments where networking and personal
relationships are prized above all else, favouritism may thrive, as individuals vie
for favour through their social capital network rather than merit.
• Leadership Traits: The behaviour and values exhibited by organizational leaders
set the tone for the entire workforce. Leaders prioritizing personal connections
over competence or engaging in nepotistic practices inadvertently promote
favouritism, fostering a culture of entitlement and resentment among
employees.
• Regulatory Issues: Despite the existence of policies and procedures designed
to promote fairness and equality, loopholes in the system may render them
ineffective. In the absence of robust oversight, favouritism may flourish, eroding
trust in institutional mechanisms for redressal.

Practical Solutions:

Effectively combating favouritism requires a well-rounded approach that addresses its

root causes while fostering a culture of accountability and transparency. Several
strategies may prove instrumental in this endeavour:
 • Establish Clear Policies: Organizations must articulate clear promotion
guidelines, hiring, and resource allocation. Transparency is key, ensuring that
employees understand the rationale behind decisions and can hold leadership
accountable for adherence to established standards. For instance,
PricewaterhouseCoopers (PwC) implemented a structured promotion process
with set criteria for each level . This clarity helps eliminate subjectivity and
ensures promotions are based on merit rather than favouritism.
• Training and Awareness: Education is a powerful tool in combating
unconscious biases and fostering inclusive decision-making. Here's an example
from Pinterest. Pinterest implemented unconscious bias training for its hiring
managers . This training helped raise awareness of bias and ensure that all
candidates are evaluated fairly based on their qualifications. Similar training
programs can be implemented in other organizations to mitigate favouritism.
• Promote Equity: Equity must be actively promoted as a core organizational
value, supported by concrete actions and policies. This may include measures
such as DEI (Diversity, Equity, and Inclusion) initiatives, mentorship programs
for under-represented groups, or implementing blind recruitment processes to
mitigate the influence of biases. For example, Johnson & Johnson established a
mentorship program specifically designed to connect high-potential women
with senior leaders. This program helps address the gender gap in leadership
positions and ensures that all qualified individuals have equal opportunities for
advancement.
• Encourage Open Communication: Creating channels for constructive
feedback and dialogue empowers employees to voice concerns about
favouritism without fear of reprisal. Anonymous surveys, town hall meetings, or
dedicated ombudsman offices can provide avenues for grievances to be heard
and addressed promptly.
• Audit and Accountability: Regular audits of decision-making processes are
essential to prevent favouritism from taking root. This may involve the
establishment of independent review boards, whistleblower protections, or the
implementation of performance metrics to track adherence to fairness
standards.

Conclusion:

In conclusion, favouritism represents a significant threat to the principles of fairness,

equity, and meritocracy that underpin modern workplaces. By acknowledging its
existence and proactively addressing its root causes, organizations can cultivate a
culture of transparency, accountability, and inclusivity that empowers all employees to
thrive based on their merits. In doing so, they not only safeguard their own integrity but
also ensure the long-term success and sustainability of their endeavours in an
increasingly competitive and interconnected world.

References:

[1] https://www.springworks.in/blog/avoid-favoritism-in-the-workplace/
[2] https://www.testgorilla.com/blog/favoritism-in-the-workplace/
[3] https://www.indeed.com/career-advice/career-development/favoritism-in-the-
workplace
[4] https://www.forbes.com/sites/forbesbusinesscouncil/2023/10/04/how-favoritism-
impacts-employees-and-how-leaders-can-fix-it/
[5] https://medium.com/@officeblues1/10-practical-strategies-to-help-navigate-
favouritism-in-the-workplace-43c0f06a264d
[6] https://www.adobe.com/content/dam/cc/en/diversity/pdfs/adobe_diversity-and-
inclusion_year-in-review_fy2021.pdf
[7] https://www.strategyand.pwc.com/gx/en/careers/career-path-at-strategyand.html