When promotion processes bypass qualified candidates, discrimination lawsuits are almost sure to follow. That’s because employees can easily poke holes in complex candidate-ranking systems, and supervisor bias emerges when promotions are on the line.
If you have set criteria for promotions—such as rating candidates on some scale and basing final scores on several weighed factors—make sure you follow your own rules. If you simply ignore them, you are setting yourself up for a lawsuit.
In addition, audit performance appraisal systems to make sure supervisors aren’t shortchanging employees who might soon be up for a promotion. If someone’s performance rating suddenly drops before a promotion opens up, be on the lookout for supervisor bias. A boss who wants to control who gets promoted may be using the appraisal system to build up preferred candidates while keeping others down.
And if the candidate who loses the promo...(register to read more)
- Track all discipline to prove you don't discriminate when punishing employees
- Don't use nepotism policy as smoke screen for bias
- Boss keeping an eye on underperformer? Make sure he's not being unfairly singled out
- Use exit interviews to identify patterns of supervisor's hidden discrimination
- How do we deal with a biased customer?