Workplace Protections and Discrimination Experiences
Employees face many types of discrimination at work, including age, race, gender, religion, disability, national origin, sexual orientation, and pregnancy. According to a survey from the Pew Research Center, one in four workers has experienced some form of discrimination in their careers. Some people may feel uncomfortable reporting discrimination because they fear retaliation or lack legal protection.
Anti-discrimination laws provide employees with workplace protections against harassment and discrimination based on protected classes. In addition, employers should take steps to prevent discrimination from occurring through policies like diversity training and zero-tolerance for harassment. The most common type of discrimination is based on race, followed closely by sex/gender and religion. This article will examine how workplace protections correlate with experiences of discrimination based on these categories.
Age Discrimination
Ageism is discrimination against individuals due to their age, which can be either young or old. Older workers often experience difficulties finding jobs as younger candidates are seen as more tech-savvy and able to learn quickly.
Older workers may feel that their knowledge is no longer valued in the workplace. Employment Non-Discrimination Act (ENDA) protects workers over 40 years old from age discrimination in hiring, firing, promotions, pay, and benefits. Older workers who experience ageism should report it to the Equal Employment Opportunity Commission (EEOC).
Race Discrimination
Racial discrimination occurs when an individual is treated unfairly due to their skin color, ethnicity, national origin, or physical features. According to a survey conducted by Pew Research Center, one in ten workers have experienced racial discrimination at work. The Civil Rights Act of 1964 prohibits discrimination based on race, color, national origin, and religion. Employees experiencing racial discrimination should file complaints with the EEOC within 300 days of the incident.
Sexual Harassment
Sexual harassment is unwelcome sexual behavior in the workplace, such as leering, touching, or requests for sex in exchange for employment opportunities. It includes verbal abuse, offensive remarks about appearance or gender, unwanted flirting, and sexual advances. Title VII of the Civil Rights Act of 1964 defines sexual harassment as quid pro quo, which means an employee must submit to sexual activity or endure unwelcome conduct to keep their job. Victims of sexual harassment can seek legal action against their employers if they feel uncomfortable reporting the issue internally. The MeToo movement has increased awareness of sexual harassment and encouraged victims to come forward.
Religious Discrimination
Religious discrimination involves treating employees differently because of their religious beliefs or practices. The Equal Employment Opportunity Commission (EEOC) enforces laws that protect religious freedom in the workplace. Some examples include refusing to hire or promote someone due to their religion, requiring them to wear a certain attire, or imposing different working hours. Complaints regarding religious discrimination must be filed within 180 days of the incident.
Pregnancy Discrimination
Pregnant women may face discrimination in the workplace based on their status. They may be denied promotions, paid leave, or fired for taking maternity leave. The Pregnancy Discrimination Act prohibits discriminatory treatment related to pregnancy, childbirth, or medical conditions associated with pregnancy. This law requires companies to provide reasonable accommodations for pregnant workers, such as extra breaks or modified duties. If you believe your rights have been violated during or after pregnancy, contact the EEOC immediately.
Workplace protections are crucial for preventing discrimination in the workplace. These protections ensure that all individuals are treated fairly regardless of their age, race, gender, religion, disability, national origin, sexual orientation, or pregnancy status.
It is essential to report any incidents of discrimination promptly to avoid retaliation and legal penalties.
How do workplace protections correlate with experiences of discrimination?
There are many factors that may contribute to an individual's experience of discrimination in the workplace, including personal characteristics such as gender, race, age, disability, or sexual orientation. Workplace protections such as anti-discrimination policies and laws can play a crucial role in reducing the incidence and impact of discriminatory behavior by creating a more equitable environment for all employees.