The practice of offering advantages or benefits to specific individuals or groups over others is often described as favoritism or bias. This can manifest in various settings, including employment, education, and social interactions. For example, a hiring manager might choose an applicant due to a personal connection rather than objective qualifications, or a teacher might provide extra assistance to certain students based on perceived potential.
Such differentiated handling can stem from a variety of motivations, such as personal relationships, perceived merit, or attempts to rectify historical disadvantages. However, it can also lead to feelings of unfairness, resentment, and a lack of trust. Understanding the motivations and impacts of such actions is crucial for promoting equity and building inclusive environments. Historically, these practices have been used both to maintain social hierarchies and to attempt to address systemic inequalities.
