People often believe that hard work and loyalty to an employer is all it will take for them to succeed. Some people stay with the same company for decades because it promises that it will prioritize internal promotions over outside hires when jobs become available.
However, after decades of commitment and career development, some workers may find that their upward mobility has stalled. Their employer may be promoting from within, but it consistently overlooks them for such opportunities. Many workers question why they can’t seem to move into management despite their ongoing efforts on the job. Sometimes, workers overestimate their own contributions to a company. Other times, they are right to question why their employers continually pass them over for advancement opportunities.
Promotion discrimination affects people of all categories
Companies should not consider the protected characteristics of employees when making decisions about who to hire, fire or promote. The race, religion, sex, age or medical status of a worker should not influence whether or not the company promotes them when a new position becomes available.
Unfortunately, those in human resources and management often let their innate personal biases impact who moves up within the company. When an organization consistently overlooks workers with certain characteristics while promoting other groups, that could be a sign of widespread promotion discrimination. A common example involves ignoring workers over the age of 40 for the benefit of younger employees,
Workers may be able to fight back against such discrimination by challenging a company’s practices in civil court. Being able to identify workplace discrimination is a crucial step toward demanding accountability and improved operating practices whenever appropriate. Those who are unsure of whether they’re suffering as a result of unlawful discrimination can pursue clarity by seeking legal guidance at any time.
