Race relations in the United States has been making headlines over the last few years and remains one of the most talked-about political topic on the news and in social media. Whether it is the “Black Lives Matter” group’s presence at political rallies or the “OscarsSoWhite” hashtag trending on Twitter or Facebook, its impact cannot be ignored.
While people may have varying opinions on race and how it affects the lives of everyday Americans, it should not play a role in the workplace. Since Title VII of the Civil Rights Act of 1964 went into effect, there have been protections in place to assure that discrimination does not take place on the basis of an employee’s color or race, sex, religion or national origin. These protections include various phases of employment law from the hiring and recruitment process to compensation to promotions and more.
Discrimination in compensation, pay, benefits, training, work assignments, performance evaluations, discipline and discharge are also illegal. Furthermore, if you believe that discrimination has occurred and you have begun to address the situation by speaking with a supervisor, the human resources department or have file a claim against your employer, you are protected from retaliation. Employers may not segregate or class employees based on race, sex, religion or national origin.
For the safety and protection of all employees in a workplace, if you believe that you have been a victim of race discrimination or that your employee rights have been violated in any way that you take measures to make certain that the incidents stop, those responsible are appropriately reprimanded and you are assured a safe and healthy working environment free of discrimination.
Source: FindLaw.com, “Facts About Race/Color Discrimination,” accessed on March 15, 2016
