Faces of discrimination at work

By on Oct 17, 2015 in Race-based Discrimination | 0 comments

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Although we live in a world where diversity, heterogeneity, and uniqueness are all celebrated, there are workplaces that still harbor an environment of inequality and discrimination. Unfortunately, these workplaces in the U.S. are not few. In fact, the U.S. Equal Employment Opportunity Commission (EEOC) stated that there had been a total of 88,778 discrimination-related cases filed in the 2014 fiscal year. This staggeringly large number tells a lot about how the issue of discrimination affects a majority of the country’s workforce.

Discrimination in your workplace may take different forms: age, disability, race, sex, national origin. Whatever the form of discrimination, the person being discriminated feels ostracized not just by his colleagues, but by his entire work environment as well. Here are the different forms of discrimination common in some U.S. workplaces:

Discrimination based on race/color

According to the website of Cary Kane LLP, an entity (a company or co-worker) could be at fault of race/color discrimination if it intentionally discriminates a person because of his race or racial characteristics. Furthermore, if an employer tolerates race-based discrimination at work, s/he may also be held liable.

Discrimination based on pregnancy

If an employer or a co-worker made explicit remarks that tend to discriminate a pregnant woman, s/he could be at fault of discrimination. The company could also at fault if its systems, rules and regulations are inherently disadvantageous to women who are pregnant or have the capacity to be pregnant.

Discrimination based on disability

A company who looks into a person’s disability as the basis of hiring, firing, promotions, training, payments, benefits, and job assignments could be at fault of discrimination, unless such rules, systems or practices should be done because of unavoidable business reasons (ex. health and safety). An employer who failed to reasonably accommodate for a disabled employee or applicant may also found to be guilty of discrimination. However, if the accommodation would result in undue hardship to the employer given the company’s resources, size, or nature of operations, s/he might not be held liable.

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