The Hidden Bias in Promotions: Why the Traditional Training Needs to Change

Is it a commonly accepted belief that working during the day shift leads to better performance than working in the evening or at night? Additionally, can you provide confirmation that all employees within your organization receive equivalent training opportunities to enhance their growth potential?

Unfortunately, many organizations are unaware of discriminatory practices in training that impact certain employees. This behavior is often the result of personal rather than professional reasons when managers or supervisors promote specific individuals for advancement opportunities. They ensure that only select employees have access to critical professional development opportunities.

 It is imperative that all employees receive equal training opportunities. While certain training courses are tailored to specific positions or leadership roles, all eligible employees should be able to participate in any training that is offered.

In today’s world, discrimination in any form is unacceptable. Many states and localities have agencies that enforce laws prohibiting employment discrimination. These agencies are referred to as Fair Employment Practices Agencies or FEPAs by EEOC. However, despite these laws, companies still face issues with discrimination in the workplace. One common problem is when an employee is denied a new position because they did not meet all of the training requirements, even though they were not informed of specific pieces of training that were required for the role. This can be a major problem for organizations and can lead to legal issues.

Unfortunately, this is not an isolated issue and can be found in many workplaces, especially in shift work jobs. But it’s not just shift work jobs that are affected – even in non-shift work jobs, the contributions of those working nights and evenings are frequently downplayed or ignored.

Additionally, upper management often relies on word of mouth to evaluate employees outside of their work hours, which can lead to inaccurate information. To combat these problems, companies should establish a training program that allows them to confirm and direct any required training to all employees. This program should be transparent and fair to all employees. A quarterly report should be generated to assess all distributed and completed training, and new job postings should list the required training for the position and how to complete it, especially if the training is available internally. This will help ensure that all employees are aware of the requirements and have an equal chance at advancement.

 In conclusion, it’s time for companies to take a stand against discrimination in all forms and to take proactive steps to ensure that all employees are treated fairly. By establishing a transparent training program and being open and honest with their employees, companies can create a workplace where everyone has an equal opportunity to succeed.