What is an example of a practice that might lead to claims of workplace discrimination?

Using arbitrary factors to promote certain employees over others is a practice that can lead to claims of workplace discrimination because it suggests that promotions are based on subjective or biased criteria rather than objective and fair assessments of an employee’s qualifications or performance. This can open the door to discrimination claims if employees feel that decisions are influenced by non-job-related factors, such as race, gender, age, or other protected characteristics, rather than their skills and contributions to the organization.

In the context of equal employment opportunity, promotions should ideally be based on established criteria that apply uniformly to all candidates. When arbitrary factors are used, it can result in disparities that negatively impact certain groups, leading to perceptions – or proven instances – of discrimination in the workplace. This creates not only a hostile work environment but also potential legal ramifications for the organization.

The other options listed represent practices that are generally aligned with fair employment practices, as they promote equality and transparency in the workplace. Conducting regular performance reviews and offering training opportunities to all employees support professional development and help ensure that all employees have equal chances for advancement based on merit. Providing equal pay for equal work directly addresses wage discrimination, fostering a culture of fairness and respect.