Johnny C. Taylor Jr. answers workplace questions every week on USA TODAY. Taylor is president and CEO of SHRM, the world’s largest human resources professional organization, and author of Reset: A Leader’s Guide to Work in an Age of Upheaval.
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Question: At my job, I’ve noticed that some co-workers are allowed more flexibility with policies like schedules and dress codes, while other co-workers have the same policies more strictly enforced. How should employees address consistency concerns without sounding like they’re accusing leadership of favoritism? – Grace
Answer: When workplace policies appear to be applied unevenly, legitimate questions arise. However, appearances don’t always tell the whole story. Not all exceptions are fully visible, and not all differences indicate a problem. Context is more important than superficial comparisons.
Before drawing any conclusions, remember that there is often more going on behind the scenes than meets the eye. For example, colleagues with more flexible schedules may have formal accommodations, negotiated arrangements, or other circumstances that aren’t appropriate to share widely. What may seem like goodwill from the outside is not necessarily the case from the inside. Just because it wasn’t announced in the company newsletter doesn’t mean it wasn’t addressed. That means it wasn’t your job.
However, consistency is the responsibility of the leader. Policies must be applied fairly and explained clearly enough for employees to understand how decisions are made. Employees don’t need access to every detail, but they do need to understand the framework behind decisions. Otherwise, there will be room for doubt. Clarity builds trust. Ambiguity undermines it.
Let’s take dress code as an example. People bring different styles, body types, and cultural norms to work. The goal should not be uniformity. Must be suitable for the working environment. Clearly defined standards allow for personal expression while maintaining professionalism.
If you truly believe there is a pattern and not just a perception, then enhance it in the right way. Ask, “Can you help me understand how policy flexibility is determined?” This allows you to get a clear opinion without turning the conversation into an accusation.
And be careful not to let this turn into a crackdown on your co-workers. That’s not your role, and it rarely works. Focus on your own performance, your expectations, and what you need to succeed.
After all, fairness does not mean equal treatment. It means that decisions are made consistently, clearly communicated, and based on valid rationales, even if you don’t have the right to know all the details.
The views and opinions expressed in this column are those of the author and do not necessarily reflect those of USA TODAY.
