I have been overlooked at work in favour of a less-qualified outsider — how do I address it?

The next problem

I work in marketing and have five years’ experience, plus a masters in marketing management. I have been with my employer for two years, and we have a new recruit in our team who is the same age as me. However, despite the fact they have less experience and no academic qualifications, they will be in a management role and paid more. I perform well, have had reasonable pay progression and I never have an issue doing late nights. How do I address the fact I have been overlooked without seeming petty? Anonymous, 20s

Jonathan’s answer

There’s nothing “petty” about looking after your own career development and you are the person most affected by progression or the lack of it. Comparing yourself with others is a normal part of the human condition. However, remember that the information you are using for the comparison is asymmetric and incomplete. You know all the measures about yourself, have some measures about your new colleague, and are unclear on the measures used by your boss in the recent appointment.

Amanda Poole, associate fellow at Saïd Business School, says that qualifications in marketing are becoming less and less relevant. “With new technology, and new routes to market, it’s more important to have relevant experience,” she said.

It may be that management were seeking skills and experience that you don’t have — or that they perceive you don’t have. Assuming you can rule out blatant bias or discrimination (in which case, it would be time to work elsewhere), then consider what skills management were seeking, and whether you have them. One interesting question is whether management valued the late nights you did. Were you putting in long hours while they were looking for something else?

Poole observes that there can be an unconscious bias which pigeonholes people at the level they join an organisation; perhaps this has happened to you. Consider the skills and experience you have that are not being used at the moment; don’t wait for an annual review to remind your manager what extra activities and responsibilities you are ready to take on. This way, you’ll also be able to avoid any discussion based on comparison with a colleague, which would probably come over as needy and unattractive.

If management is still unresponsive, or promises to consider ideas but not yet, then it may be time to explore options elsewhere. Two years’ experience at your current employer is respectable, and your qualifications and the contacts you’ve made should all be helpful.

As a first step, review job ads to see what organisations are seeking and identify if there are any gaps in your CV. If there are, you can stay in your current role while you fill the gaps before you move on. You may need to volunteer for specific jobs or take extra courses. Such a plan also comes with an appealing bonus: you will regain control of your career, you will probably be less concerned about comparisons with colleagues, and your current management may see you in a new light.

Readers’ advice

Think about the culture of the company you are working for — do they encourage diversity and have a fair evaluation system? Are you happy at work? These are important questions. In my career I have seen leaders, managers come and go. If you stay the course and work with different kinds of people, chances are that you will get recognised. Think long term instead of the immediate issue on hand. Leadership lessons

I would suggest getting your CV up to date and discreetly start a job search elsewhere. See where you get to. If you get a better offer, then go for it. Never sit around thinking that someday I will be recognised for my true value. The devaluation process has already started. JulianRugby

Take assertiveness training. Serious suggestion. JWUK

It sounds like your management have considered variables you’re not aware of — either that or they are incompetent or not actually aware of your credentials (this is fairly common in my own experience). The only way to fix it is to address it — a polite way to do so is to approach your line manager and simply ask. Tell them that you are ambitious and you’re keen to fill the gaps in skills or efforts that made the other candidate get the job so that you can get a future promotion — if they could spell out exactly how you can close that perceived gap. Superfluous

Jonathan Black is director of the Careers Service at the University of Oxford. Every fortnight he answers your questions on personal and career development and working life. Do you have a question for him? Email: dear.jonathan@ft.com.