This article was updated on April 15, 2026, to reflect the latest information.
TL;DR: Workplace bias is more common than most companies acknowledge. And most employees who experience it never report it. This guide covers what bias is, how to document it, how to navigate your company's reporting process, and what to do if you witness bias happening to someone else. Knowing your options is the first step to doing something about it.
Working in an environment where you feel disrespected, sidelined, or unable to speak up takes a real toll. And it's far from rare. Nearly 40% of workers say discrimination is still happening in their workplace, according to Diversity.com's 2025 findings — and retaliation for reporting it remains the most frequently cited issue in EEOC filings, making up nearly 50% of all charges in 2024.
This kind of treatment is unethical and, in most cases, illegal. Many companies have channels and resources for reporting discrimination at work, but employees often don't use them. They're afraid: of retaliation, of hostile work environments, of a lack of anonymity. Many worry it won't lead to anything. Those fears are understandable — and if you feel your personal safety will be seriously jeopardized by reporting, you should do what you need to do to take care of yourself. You've already had to deal with bias at work. You don't owe anyone heroism on top of it.
That said, the most effective way to dismantle the power structures that enable workplace bias is to take direct action when you're in a position to do so — whether you're the target or a witness. Reporting creates a record, signals that behavior is not acceptable, and can make a real difference for you and your colleagues.
Here's what to know, whether you're experiencing or witnessing bias.
In this guide:
- What is bias?
- How to report workplace bias if you've been targeted
- Handling the fear of retaliation
- What to do if you witness bias
What is bias?
Bias is an unfair inclination or prejudice for or against a person or group, based on identity markers like gender, race, age, ability, sexuality, nationality, body size, neurodiverse status, religion, or languages spoken. In a workplace context, unconscious bias is especially common — meaning bias that's subconsciously present in ways the person holding it may not recognize. These instances aren't always as obvious as openly racist remarks or exclusionary cliques. Unconscious bias can be quiet, consistent, and hard to name.
Types of bias
Below are five of the most common types of bias you're likely to encounter at work.
- Ageism: Judging or treating individuals unfairly because of their age, often affecting both older workers and younger employees entering the workforce.
- Sexism: Unfair treatment stemming from a person's gender, leading to unequal opportunities and expectations.
- Homophobia: An irrational aversion toward people who identify as or are perceived to be part of the LGBTQIA+ community, resulting in discrimination.
- Racism: Stereotyping, marginalizing, or treating individuals unequally based on their race. Racism is wielded by those with racial power and privilege against those whose race does not afford them the same in that society.
- Ableism: Devaluing or discriminating against individuals based on their disabilities, often limiting access to opportunities and resources.
These biases are illegal. According to the U.S. Equal Employment Opportunity Commission (EEOC), employers cannot treat employees unfairly based on race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age (40 or older), disability, or genetic information.
Also read: How to Deal with Racism at Work
Examples of bias in the workplace
Bias can show up in different ways. Here are a few common examples:
- Microaggressions: A coworker insists that an employee of color use a nickname because their name is "too hard to pronounce."
- The "maternal wall": Once a woman becomes a parent, she encounters barriers to promotions and earnings that her colleagues don't face.
- Gaslighting: A manager consistently downplays a neurodiverse employee's achievements, making them feel their work isn't valued — despite strong performance.
- Pay inequality: Women are still compensated less than men for equivalent work, across industries and experience levels.
- Exclusionary social behavior: Consistently leaving a particular employee or group out of social events, informal outings, or team lunches.
Some biases play out in ways that get written off as jokes or denied entirely. They can still cost people their career progression, their mental health, and their ability to perform at their full potential.
How to report workplace bias
Reporting bias is not just a procedural matter. It involves managing your mental health, seeking support, and understanding your legal rights.
What to do if you've been the target of bias at work
1. Record everything.
Former FBI director James Comey would sit in his car after difficult meetings and write down everything he could remember — immediately, before speaking to anyone. Memory scientist Julia Shaw recommends the same approach: document as soon as an incident occurs, before discussing it with others.
Note the date, time, location, what happened, how it was communicated, whether there were witnesses, and any other relevant details. If you have photos or screenshots, make sure they're timestamped. Do this each time an incident occurs — establishing a pattern matters.
"Attach any proof you may have, and always back up these files and store them in multiple locations," advises Riley Beam, managing attorney at Douglas R. Beam, P.A. "Should you take this further and consult an attorney, this documentation will prove extremely valuable in helping your attorney present your case well and fight for your legal rights."
2. Understand your rights within the company.
Once you decide to report, reread your employment contract, company policies, and employee handbook. Look for:
- Non-discrimination and equal opportunity policies: Almost all contracts will contain explicit language about the company's stance on bias, discrimination, and harassment.
- Reporting procedures: The specific person or department to contact, the format your report should take, and the expected timeline.
- Dispute resolution: Steps that will be taken in the event of a dispute, including mediation or arbitration.
- Record-keeping guidelines: Whether there are time limits for making a claim — if so, know them.
3. Seek support.
What you're going through can be emotionally exhausting. Lean on your therapist, trusted friends, and family. Don't overlook trusted colleagues and allies who can support your case, or Employee Resource Groups (ERGs) where you can share your experience and find advocacy.
4. Consider speaking directly to the person involved.
If you feel comfortable and safe doing so, you can try addressing the situation directly. Adrienne Couch, human resources analyst at LLC services, advises: "Focus on facts and how those instances made you feel. Use 'I' statements to express your feelings, which can help to avoid making the other person defensive."
If direct conversation isn't an option or doesn't lead anywhere, a neutral third party — a senior colleague you trust, or a professional mediator — can help.
5. Follow the procedure.
Once you've determined that a formal report is the right path, follow the steps outlined in your contract, handbook, or HR resources.
What if your company doesn't have a reporting process?
"If there is no policy, then approach your HR team and ask to speak to someone about next steps," says Tracey Beveridge, HR Director at Personnel Checks. "Make sure you follow whatever guidance you are given so you can be sure you are doing things correctly, but do keep raising the issue until you get a result."
Pro tip: Neil Platt, Director of Emerald Home Improvements, recommends reporting through multiple channels rather than a single one. "When you report it to several people at once, all those responsible for appropriate action will have to move forward diligently because they're aware that everyone else is watching, too."
6. Prepare for an investigation.
Your HR team will likely conduct an investigation and may ask you to provide a written statement or be interviewed. Be prepared to describe what happened clearly and specifically — what occurred, how it made you feel, and how it affected your work. Be honest and precise.
If the situation is severe, or if you're unsure about any part of the process, consulting an employment attorney before proceeding is worth considering.
Handling the fear of retaliation
Retaliation is illegal. According to the EEOC, an employer cannot take adverse action against an employee for reporting discrimination — and the bar for what counts as retaliation is fairly broad. It includes unfair performance evaluations, verbal or physical abuse, threats to report immigration status, or other actions that would deter a reasonable person from coming forward.
Research bears out why the fear is real: around 40% of employees stay silent about bias due to fear of retaliation, lack of confidentiality, or inadequate reporting systems, according to a 2024 Gallup analysis.
"The fact of the matter is, many employees do not trust HR, or at the very least have a connection with the department. This prevents trusting relationships and, therefore, trust that HR will properly support them through the process. Underrepresented professionals also tend to have less trust for organizations. The onus should not be on employees solely to navigate this, but on how companies can preemptively create a culture of connection and inclusion that eliminates bias at its root."
— Gabby Fricke, Global DEIB Strategist
Here's what you can do:
- Consult a lawyer before filing internally. An employment attorney familiar with city, state, and federal law can help you map the best path forward — and protect yourself in the process.
- File a charge with the EEOC. If you plan to pursue legal action, you generally must file a charge with the EEOC first. The EEOC also allows online submissions that can be made anonymously.
What to do if you witness bias
Witnessing bias puts you in a different but equally important position.
Gabby Fricke explains that witnesses have two main approaches available: "calling out" and "calling in." Calling out means stopping a conversation or behavior in the moment — letting the person committing the act know it's not acceptable. Calling in typically happens after the fact, as a one-on-one conversation and learning opportunity.
In either case, Fricke says: "A witness should check in with the person who was on the receiving end of the bias and see what type of support they need moving forward. Sometimes that support can look like processing what happened together, reporting the situation, performing mediation, or sometimes doing nothing. The witness should always respect the decision of the person who experienced the bias."
If you're a witness, document the incident even if the person targeted hasn't decided to report it. Write down the date, time, location, who was involved, and exactly what happened. If they do choose to report, your documentation could matter. If you're called as a witness in an official capacity, you'll already have the details.
Unless there's an immediate threat to someone's safety, only report the incident with the consent of the person targeted. Respect their privacy — don't share details of what happened without their permission.
Having the courage to report bias at work
Reporting workplace bias is rarely easy. But it's one of the most direct ways to create a more respectful environment — for yourself, for your colleagues, and for the people who come after you. Armed with the right knowledge and approach, you can make a real difference.Whether you're looking for job opportunities at companies with strong workplace cultures, seeking community and mentorship, or navigating a difficult situation at work, PowerToFly is here to help. Join our community to connect with diverse professionals, access resources, apply to open roles, and more.
Frequently asked questions about workplace bias
What counts as workplace bias?
Workplace bias is unfair treatment based on identity characteristics like race, gender, age, sexuality, disability, religion, or national origin. It can be overt or subtle, intentional or unconscious — and it's illegal under federal law when it affects hiring, pay, promotions, or working conditions.
Should I report bias at work?
If you feel safe doing so, yes. Reporting creates a formal record, triggers a legal obligation for your employer to investigate, and can lead to real change. If you're unsure about retaliation risk, speaking with an employment attorney first can help you understand your options before you act.
What should I do first if I experience workplace bias?
Document everything as soon as it happens — date, time, location, what was said or done, and whether there were witnesses. Do this before talking to anyone else. Your documentation is the foundation of any formal report.
Can I report workplace bias anonymously?
It depends on your company. Many organizations offer anonymous ethics hotlines or third-party reporting tools. The EEOC also allows anonymous online submissions. Ask your HR team what options are available before deciding how to proceed.
What if my company doesn't take my report seriously?
You can escalate externally. File a charge with the EEOC, consult an employment attorney, or contact your state's labor board. Retaliation for reporting is itself illegal — document any adverse treatment that follows your report.
