Let’s be honest, the toughest challenges you’ll ever face in your career are the times when people don’t treat you fairly.
Seasoned employees passed over for promotions, talented people who receive no voice in front of their managers or CEOs and bosses who choose to steal ideas from the hardworking folks they should be supporting and mentoring.
It’s disheartening and even more so when you consider just how common it is. In fact, according to a recent study, 31% of employees don’t believe everyone is treated fairly and equally within their organization.
Let that number sink in…
31%. That’s nearly 1 out of every 3 employees in the UK.
The problem with dealing with unfair treatment at work is that most people don’t know what to do when faced with a situation like this.
Too often, they say nothing and quietly simmer in the background. Other times they just react, let their emotions guide their actions and make the situation far worse.
There is a better way. A proven strategy that can help you stand up for yourself, call out unfair treatment and protect your career along the way.
This post walks you through some of the best strategies to effectively address situations where people don’t treat you fairly.
Here’s what you’ll learn:
- How to document unfair treatment and problem behavior in the workplace
- How to have the conversation with your manager (in a way that matters)
- When and how to escalate if the problem persists
- Building allies and a network of support internally
- How to know when it’s time to move on
Why workplace unfairness is becoming more of a problem
Discrimination, bias and unfair treatment in the workplace are far from going away. In fact, research has found that 80% of employees believe they have significantly less opportunity, voice, flexibility and support than their coworkers.
That’s 4 out of every 5 employees who don’t believe they’re treated the same as others at work.
Some of the most common types of unfair treatment include:
- Being passed over for promotion and advancement
- Pay inequality for equal work
- Biased performance reviews and feedback
- Credit stealing of your ideas and work
- Exclusion from meetings and projects
- Micromanagement without autonomy
Document everything – your first line of defense
The single most powerful tool you have in these types of situations is documentation.
Without detailed records, there’s no proof you can present, no hard evidence of the treatment you’re receiving.
You have to start keeping detailed notes now of:
- Specific incidents with dates, times and witnesses
- Email exchanges and evidence that proves bias or unfair treatment
- Performance reviews and constructive feedback
- Contributions and achievements in projects
The important thing is that you’re specific. Rather than vague descriptions, like “My manager was unfair to me today,” you need to get into the nitty gritty. Document what happened, who was present and the impact on your work.
Keep all these records in a private email account or cloud storage. Nothing on company systems.
Have the difficult conversation (the right way)
The good news about most workplace unfairness is that it can be solved by directly addressing the behavior.
The problem is most people do this the wrong way.
They either come at it too aggressively or too passively and both are equally ineffective.
Try using this framework the next time you need to address a problem directly:
1. Choose the right time and place – don’t ambush your boss or come in when they’re already stressed
2. Use “I” statements to describe the problem, not “you”
3. Come prepared with specific examples, not vague complaints
4. Be solution focused, not just complaining
5. Stay calm and professional – this is a conversation, not a fight
The key to having this type of conversation? Frame it around how it impacts the business goals and success of the team as a whole. People respond to that much more often than you might think.
Know when and how to escalate
Direct conversations don’t always work.
If your manager is part of the problem, or doesn’t have the ability to do anything about it, then it’s time to escalate the situation.
Your escalation roadmap:
1. Document you’ve attempted to resolve this at your manager’s level (give them chance)
2. Follow your company’s official complaint and escalation process to the letter
3. Bring all of the evidence to HR as a matter of fact (no emotions)
4. Exhaust all options, then external resources like the EEOC or a labor attorney
If you take it beyond your manager, the relationship changes immediately. It’s important to only escalate when the situation is severe enough to justify that.
Build your support network
You can’t go to battle over unfairness at work alone.
Having a support network in place is a game-changer when it comes to these types of situations.
When you have others who can validate your experience or even step in and speak on your behalf, it makes a world of difference.
Focus on building a network that includes:
- Coworkers who’ve witnessed the unfair treatment
- Mentors and advisors from other departments
- Professional groups and networks outside the company
- Union representatives (if you have them)
It’s not about gossiping or stirring the pot. It’s about having a group of people in your corner who understand what you’re going through and can offer an objective viewpoint.
Protect your mental health first
This is what people don’t tell you about how to deal with an unfair situation at work…
It’s hard on your mental and physical health.
Chronic stress from these battles can have serious effects on your health in the form of anxiety, depression, sleep issues, and more.
Prioritize self-care and make it a priority:
- Boundaries between work and personal time
- Therapy from a counselor who specializes in workplace issues
- Exercise and healthy habits
- Stress-relief and reduction techniques
If this is a battle you can’t win, if the situation doesn’t improve, it may be time to start looking for a new opportunity. No job is worth sacrificing your health for.
Know when it’s time to walk away
This may be the toughest decision you have to make…
Sometimes no matter how hard you fight, unfair treatment at work just can’t be fixed.
The company culture could be toxic. HR may not take your complaint seriously.
How do you know it’s time to move on? Here are some signs:
- The unfair treatment persists even after multiple escalations
- You’re facing retaliation for raising concerns
- Your health is suffering (significantly)
- The overall culture supports the behavior
Walking away isn’t giving up. It’s the decision to move on and go work somewhere you’re respected and valued. You can guarantee if you leave a bad situation, a far better opportunity is out there waiting for you.
Time to take action
Addressing unfair workplace situations is tough, but not impossible.
With a clear gameplan, it’s something you can and should take action on.
Documenting everything first is the key. Direct conversations are usually your best approach, followed by a strategic escalation.
Don’t let these situations play out silently in the background. No one can make a change but you.
Action item: Document everything going forward
Now it’s time to get in the game.
Focus on documenting everything from this point forward if you haven’t been. Be specific, detailed, and keep it all in a private place.
Action item: Plan the direct conversation
Think of a situation at work where someone hasn’t treated you fairly and make a plan for the direct conversation.
Use the 5-point framework above and make sure it’s strategic and not emotional.
Action item: Build a support network
Sit down and create a list of 5 people who could be part of your support network. Reach out to 1-2 of them and begin building that connection.
If the unfair treatment continues despite your best efforts
Take another look at the list of resources from above and make an action plan for the next steps.
Know when it’s time to escalate and move on to HR. Know when it’s time to move on to a new company. Don’t be silent. Take action.
