Watching a manager play favorites is frustrating, but venting to HR without proof rarely changes anything. It can even work against you. The fix is to trade emotion for evidence.
Track every incident. Log who gets the prime projects, who gets covered for, and who avoids write-ups for mistakes that would sink anyone else.
Record concrete details. Every entry needs a date, an objective account of what happened, and any witnesses present. Vague complaints go nowhere.
Build a pattern. One incident is easy to dismiss as a bad day. Five documented instances of the same person losing out is a pattern HR has to address.
Watch for protected characteristics. If the bias tracks with age, sex, disability, or another protected class, that documentation carries real legal weight.
HR acts on dates and documentation, not frustration.
Watch the video above for how to build your record and submit a written report that gets a real response.
Dealing with a workplace issue that needs a second set of eyes?