Have open conversations with the team to understand their concerns. Emphasise how growth opportunities are based on merit and accessible to all. In the end, make sure your organisation has an environment of fairness where everyone feels valued and supported in their career progression.

Definitely, the bias HOD's are having these unequal career growth to his team. To manage this, the HODs have to be non biased and not listen to one person but need to think on their own. Each person is best at their work but the HOD should review each and every teammate's work profile. For example, if person work well but not express but but other doing nothing by self but shouted so much then HOD should see the this during providing opportunities. May be I am to practical but it's true.

When employees receive proper promotion information in advance tensions lessen. Discuss problems in personal meetings to discover jobs issues that employees face. Tell employees about the promotion system and let everyone have the same chance to work with mentors and gain company resources. Help employees grow by using their skills for the business importance. The previous team's unfairness belief about promotions disappeared once we introduced a systematic growth path. When employees understand their career prospects they stop feeling angry and work harder because of better trust between us.

Address the issue openly, ensure transparent feedback, provide equal growth opportunities, and foster a culture of collaboration and mutual support to align team goals.

To manage conflict caused by unequal career growth, begin by addressing the issue openly and empathetically. Meet with team members individually to understand their concerns and aspirations. Ensure transparency in growth opportunities by clearly communicating criteria for promotions, raises, and projects. Offer tailored development plans to address skill gaps and provide equitable access to training or mentorship. Recognize and celebrate individual contributions to foster a sense of fairness. Encourage team collaboration to highlight the collective value of their efforts. Lastly, remain consistent and impartial in decisions to rebuild trust and reduce friction.