How to Recognize, Address, and Prevent It in New York
Most of us want to believe our hard work and dedication will speak for themselves. But in some workplaces, that simply isn’t the case. Favoritism in the workplace is when someone gets ahead not because they earned it, but because of who they know or how well they get along with the boss. It can take a serious toll on morale and career development. If you’ve ever felt like you’re playing a rigged game at work, you’re definitely not alone.
At Horn Wright, LLP, we’ve helped countless clients throughout New York deal with the stress, uncertainty, and harm favoritism causes. Whether you work in Midtown Manhattan, up in Albany, or across Western New York, our attorneys understand how unfair preferential treatment can derail your career. We’re here to help you stand up for yourself, protect your future, and pursue a workplace where fairness isn’t just a buzzword.
The Ugly Truth About Favoritism at Work
Favoritism at work happens when someone receives better treatment than others based on personal relationships, not merit. This could be a manager promoting their golfing buddy or constantly praising one employee regardless of results. It’s not always obvious, but over time, the pattern becomes hard to miss.
Why does it matter? Because it creates an uneven playing field. Talented employees get overlooked. Motivation tanks. Trust in leadership disappears. In a fast-paced, high-cost environment like New York, favoritism doesn’t just hurt individuals. It weakens entire teams and businesses.
From a legal standpoint, favoritism in the workplace isn't inherently illegal in New York unless it violates specific employment laws. If that preferential treatment is based on race, gender, age, religion, disability, sexual orientation, or any other protected category under the New York State Human Rights Law or Title VII of the Civil Rights Act of 1964, then it may cross the line into unlawful discrimination. Additionally, favoritism that leads to a hostile work environment or retaliatory action can also open the door to legal claims.
Red Flags You Can't Ignore: Spotting Favoritism at Work
Favoritism in the workplace rarely announces itself. But once you know what to look for, it’s easy to spot. Here are some key red flags:
- High-profile tasks always go to the same person regardless of experience.
- Mentorship or growth opportunities feel reserved for a select few.
- Managers overlook mistakes from certain employees while penalizing others harshly.
- Recognition, praise, and bonuses flow in one direction.
- Some employees get more face time with leadership or exclusive updates.
- Ideas from “outsiders” get ignored, while the favored few are always heard.
- Some team members are kept out of important conversations or decisions.
- Career development talks seem to skip certain employees entirely.
- Informal relationships blur professional lines and create awkward dynamics.
- Raises, benefits, or promotions don't align with actual performance.
Real-world examples help put this in perspective:
- A sales manager in a Manhattan tech firm promotes their former college roommate, even though others outperform them.
- At a public agency in Queens, supervisors consistently look the other way when their favorite employee misses deadlines.
- On a construction site in Brooklyn, time-off policies are enforced strictly, except for one worker who happens to be the foreman’s cousin.
- During company happy hours or outings, only a tight inner circle is invited.
- A team lead in a Rochester manufacturing plant never acknowledges contributions from certain employees, while over-crediting their personal favorite.
The Fallout: What Favoritism Really Does to People and Teams
Favoritism in the workplace doesn’t just bruise egos. It causes real, lasting damage.
For Employees:
- Stunted growth: When hard work isn’t rewarded, people stop pushing forward. Promotions and raises feel out of reach.
- Exhaustion and burnout: If you're working twice as hard for half the recognition, you start to question the point.
- Isolation: Being on the outside of favoritism creates a deep sense of not belonging.
For Employers and Organizations:
- High turnover: Talented employees leave when they feel undervalued. And in New York, replacing talent isn’t cheap.
- Toxic culture: Gossip, resentment, and internal cliques can poison collaboration.
- Broken trust: Leadership loses credibility when decisions don’t seem fair.
- Lower output: Teams perform better when people feel seen, heard, and valued.
When Favoritism Crosses the Line: Discrimination in Disguise
Not all favoritism is illegal—but sometimes it crosses a serious line.
Favoritism at work turns into discrimination when someone is treated differently because of a protected trait. That includes race, gender, religion, age, disability, or sexual orientation.
New York employees are protected under both federal and state laws. The New York State Human Rights Law offers even broader protections than federal statutes in many cases. Discriminatory preferential treatment could have legal consequences, and employees have every right to speak up.
In some cases, violations may also involve retaliation laws, particularly if an employee is punished for reporting unfair or discriminatory practices. When favoritism in the workplace results in different rules for different people based on who they are, not just who they know, it could spell trouble legally.
Examples of discriminatory favoritism:
- A qualified woman is passed over for a promotion, while less-qualified male colleagues are considered instead.
- A manager denies schedule flexibility to an employee with a disability, while offering accommodations to others.
- An employee who questions favoritism gets sidelined or demoted for speaking up.
Feeling Shut Out? Here’s What You Can Do
When you’re dealing with favoritism in the workplace, it’s easy to feel powerless. But there are steps you can take.
Start with self-assessment
Take a step back and evaluate your own performance honestly. Are there areas where you could improve? This gives you clarity—and credibility—when addressing concerns.
Talk to neutral parties
Sometimes it helps to get outside perspective. Trusted colleagues, mentors, or even professional coaches can offer insight you might not see yourself.
Document everything
If you're thinking about approaching HR or leadership, keep detailed records. Write down dates, what was said, and who was involved. Vague complaints get brushed aside. Specifics get noticed.
Advocate for yourself
Don’t wait for someone to recognize your value. Ask for the opportunities you want. Volunteer for high-visibility work. Show initiative—loudly and clearly.
If you’re the one being favored, you’re in a unique position to help balance the scales. Here’s how:
- Acknowledge it: If you notice you’re getting more opportunities, take a moment to reflect.
- Talk to your team: Make space for others to share their perspectives. Listen.
- Share the spotlight: Highlight your coworkers' contributions and give credit where it’s due.
- Promote fairness: Encourage leaders to evaluate performance openly and transparently.
It’s Time to Level the Playing Field
When favoritism thrives, talent gets wasted. Trust breaks down. Teams suffer. But with awareness, honest conversations, and a commitment to fairness, real change is possible.
At Horn Wright, LLP, we believe everyone deserves a level playing field. We help New Yorkers stand up to unfair treatment and pursue real, lasting change at work. Whether you’re dealing with subtle favoritism or outright discrimination, our team’s ready to support you every step of the way.