Employee Assistance in California 888-500-8469

Color and National Origin Discrimination

race discrimination victims

You are protected from discrimination regardless of your race, color, or national origin because of Title VII.  Title VII is a portion of legislation that was created in the Civil Rights Act of 1964.  The Civil Rights Act of 1964 was a historic combination of laws that greatly increased the level of protection from discrimination and other civil injustices for many Americans. 

Employees and applicants are protected against being treated unfavorably because the individual's race but also because of physical characteristics (hair texture, color, facial features) associated with race.  When these protections are not honored, workers may file discrimination claims against their employers.

Although color discrimination may sound similar to race discrimination, it differs in that it involves treating someone unfavorably because of skin color complexion.

National origin discrimination is the unfavorable treatment of an employee or applicant because of where the individual, or the individual's ancestors, came from.  It also protects people from unfavorable treatment because of an accent.

In race, color, and national origin discrimination law, the employee's protection is extended to include prohibiting unfavorable treatment of the employee because of the employee's marriage to, or association with, someone of a particular race, color, or national origin as well as because of a person's connection to a race-based organization, or ethnic organization.

Since employers are generally aware that discrimination is wrong, it is often not a blatant act.  Although it can surface in a variety of ways, the following list indicates some examples of race, color, and national origin discrimination.

  • An “English Only Rule” means that employees are required to only speak English on the job.  It is only legal if it is needed to ensure safe or efficient operation of the business and put in place for nondiscriminatory reasons.  
  • An employer can only require fluent English or make employment decisions based on an employee's foreign accent, if fluency in English is a requirement of the job or unless the accent seriously interferes with the employee's work performance.
  • Only requiring individuals of a certain race or skin color to submit work authorization documents.
  • Unequal pay between groups of individuals with similarly experience and job duties but different race or ethnic groups.
  • An employer enacts disciplinary procedures for violating a company policy for an employee of a particular race, but does not enact disciplinary procedures for the same violation for many employees of a different race.

Proving discrimination based on race, color or national origin can be challenging, but with the right legal team, it can be done.  There are a variety of ways that the qualified discrimination attorneys at Kingsley & Kingsley can assist you.  Take the first step to protecting yourself and stopping this hurtful and illegal behavior.  Take advantage of a free initial consultation to discuss your specific case by calling the toll free number(888) 500-8469 or by clicking here to contact us regarding your case.


Why You Can Rely On Us

free employment law consultation


Over $100 million in labor law compensation

Over $200 Million in
Settlements and Verdicts

Contingency fee law firm

No Fees
Unless We Win

Nearly 40 years of employment law experience

Nearly 40 Years
of Experience

We speak numerous languages

Spanish and
Armenian-Speaking Services 


We Hold Employers Accountable - Get Help Now

You do not have to go through this alone. Contact our Los Angeles law firm for a free case evaluation. We represent our clients on a contingency fee basis, which means that you do not pay any fees unless you win or recover compensation, and you will never have to pay out-of-pocket. California-only. We are unable to help those outside of California. Call 888-500-8469