Role Changes
A discriminatory role change may not be the first red flag, but it’s often the first one that signals your career could be in real danger. Here's how to handle it if it happens to you.
Whether you’ve sensed for a while that something’s off at work or you’re completely caught off guard, being moved into a role with less visibility or responsibility can be deeply disorienting. And if you’re the only one - or your part of a group that seems to be singled out - it’s completely normal to feel overwhelmed.
You may feel the urge to act, but not know what to do next and that’s exactly what this post is here for.
We’ll break down:
What it may look like when a role is a red flag for discrimination
How to protect yourself
Role Change Red Flag: What It Looks Like
This is the kind of role change where you're told your title and pay will stay the same, but your responsibilities won’t. Maybe you’re losing direct reports, being shifted to a department that’s less central to the business, or being assigned work that feels like a step back. You’re reassured not to worry: “It’s not a punishment,” “It’s just what the business needs.”
But if that’s true, why does it feel like you just got punched in the gut?
Then you find out you’re the only one whose role is changing. Or, if others are affected too, you all share something in common - your gender, your race, a disability, your religion. The explanations for how and why you were selected are unsatisfying and contradict business logic.
And if you’re like me, you might even be told it’s because you’re so good at your job. So good, in fact, that you’re the one asked to take a step back - while others with weaker performance stay exactly where they are.
Role Change Red Flag vs. Demotion
Technically, role changes and the other early warning signs covered in this series are all forms of discrimination. But the goal here is to highlight the types of discrimination that are often ignored or overlooked - including role changes that involve only a shift in responsibility, rather than more obvious actions like demotions.
The reason why a responsibility-only shift may be ignored is because employment discrimination cases fall under civil law, which means accountability is usually pursued through financial compensation for harm. If that harm - especially the financial impact - is difficult to prove, the legal risk to your employer is lower. As a result, they’re often less likely to take your concerns seriously.
In contrast, situations like a demotion with a pay cut or a denied promotion come with more concrete, measurable harm.
However, a shift in responsibility alone doesn’t mean harm won’t follow. In my case, the impact came six months later, when I was denied a promotion for discriminatory and retaliatory reasons — all tied to a prior role change I had challenged (and that was later reversed).
That’s why it’s so important to be proactive, even when the financial impact isn’t immediate.
How to Protect Yourself and Your Career
Even if your boss insists the role change won’t impact your career, a reduction in responsibility can easily be used later to block a promotion or justify your termination if the role is eventually phased out.
That doesn’t mean you shouldn’t speak up. In fact, staying silent leaves you more vulnerable. It just means you need to understand the risks and take steps to protect yourself along the way.
Start by asking questions and then document both their justifications and your concerns in writing. Since your boss will likely try to keep these conversations verbal, it’s up to you to create the paper trail by following up via email.
In your email, summarize:
The role change and how your responsibilities are shifting
Your concerns about the change
The reasons you were given for the change and why you were selected
Any concerns you have about the logic or fairness of those reasons
This shouldn’t be confrontational. Instead you’ll want to frame it as if you’re writing the email to avoid misunderstandings in communication which is true given that verbal conversations can sometimes be remembered differently by different people.
Stick to what was actually said, and focus on verifiable facts. Your boss may not respond in writing, and that’s okay. Whether they reply verbally or not at all, what matters is that you documented your concerns before any future harm occurs.
And remember even if the decision is reversed, it doesn’t mean the discrimination or retaliation will stop. In my case, the role reversal only led to the situation getting worse which is why it’s important to continue documenting and escalating as needed.
Escalation Is The Only Way To Protect Yourself
The only reason my boss didn’t succeed in pushing me out and was ultimately terminated himself is because I kept escalating and reporting my concerns.
I know it can be intimidating to go to HR or senior leadership, especially if you have to do it more than once. But remember: you have every right to protect yourself and your career.
If the company fails to step in and protect you, they become legally responsible for that failure. But only if you made them aware of what was happening and gave them the chance to act. If you don’t, your legal options may be limited even if you were terminated.
But if you do document and escalate, you’ll have options and the decision of whether or not to pursue legal action will be yours even if you ultimately choose not to.
See the other posts in this series:
Series Intro: Is This Workplace Discrimination
Role Changes (This Post)