Racial discrimination will still be a problem in the workplace in 2022, regardless of how much progress is made.
Although some come across managers or coworkers who make overtly racist remarks, racism is more frequently subtle or institutional.
Racism in the workplace is illegal under federal and state law in all forms.
You may have concerns about your case and what may be needed in court to establish workplace discrimination before you begin to move forward with your case. Consult a knowledgeable legal team at Carey & Associates, P.C.
How are workplace laws designed to prevent racism?
Racism at work is forbidden by both federal and state law.
The primary federal statute preventing racial discrimination in the workplace for employees is Title VII of the Civil Rights Act of 1964.
Title VII prohibits a company that employs 15 or more people from mistreating a person based on race, religion, sex, color, national origin, age, or genetic information.
All aspects of work are prohibited by law from discrimination:
- refusing to enroll a person in a training program or hire them for a job;
- lower wages, benefits, or working conditions; and
- employees are denied opportunities by their classification or segregation.
Under Title VII, no one may be classified based on race by employment agencies or labor unions. No one may be rejected from employment or training opportunities because of their race.
It is mandatory for you to report discrimination against your employer before filing a discrimination lawsuit (federal employees are subject to a different process).
Following an investigation into the claim, the EEOC may issue a Notice of Right to Sue if they cannot settle it administratively.
States like New York and California prohibit racial discrimination in the workplace under laws similar to Title VII.
Additionally, some states include administrative complaint processes. Speaking with a lawyer about where to file a complaint is the best course of action.
Workplace Racial Discrimination Types
Racism at work can be challenging to spot and demonstrate.
Direct proof of prejudice would exist if your supervisor told you that he promoted your coworker and not you because she is white and you are not. It’s not always crystal clear.
- Disparate Treatment: The intentional treatment of one employee worse than another due to discrimination.
- Disparate Impact: It may be unintentional racism, but it impacts one ethnic group differently.