SHRM President and Chief Executive Officer Johnny C. Taylor, Jr., SHRM-SCP, answers your workplace questions each week. Do you have a work-related question you’d like him to answer? Submit it here.
In my job, I've noticed some coworkers seem to be allowed more flexibility around policies like schedules and dress code, while those same policies are enforced more strictly with others. How should employees approach concerns about consistency without sounding like they're accusing leadership of favoritism? — Grace
When workplace policies appear to be applied unevenly, it understandably raises questions. But appearances don't always tell the full story. Not every exception is fully visible, and not every difference signals a problem. Context matters more than surface comparisons.
Before drawing conclusions, remember there's often more happening behind the scenes than you can see. For example, a co-worker with more schedule flexibility may have a formal accommodation, a negotiated arrangement, or circumstances that aren't appropriate to share broadly. What looks like favoritism from the outside isn't always what it is from the inside. Just because it wasn't announced in the company newsletter doesn't mean it wasn't handled; it just means it wasn't your business.
That said, consistency is a leadership responsibility. Policies should be applied fairly and explained clearly enough that employees understand how decisions are made. Employees don't need access to every detail, but they should understand the framework behind decisions. When they don't, it creates room for doubt. Clarity builds trust; ambiguity erodes it.
Take dress code as an example. People bring different styles, body types, and cultural norms to work. The goal shouldn't be uniformity; it should be appropriateness for the work environment. A well-defined standard allows for individual expression while still maintaining professionalism.
If you genuinely believe there's a pattern — not just a perception — raise it the right way. Ask, "Can you help me understand how flexibility around policies is determined?" That invites clarity without turning the conversation into an accusation.
And be careful not to turn this into policing your coworkers. That's not your role, and it rarely ends well. Focus on your own performance, your own expectations, and what you need to succeed.
Ultimately, fairness doesn't mean identical treatment. It means decisions are made with consistency, communicated with clarity, and grounded in a rationale that holds up, even if you're not entitled to every detail.
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