In our last post, we began discussing how even though people are now more aware than ever that employers cannot discriminate against employees on such grounds as race, disability, religion or gender, there are still certain forms of illegal discrimination of which they might not be aware.
To that end, we mentioned how the term national origin, as used in the context of workplace discrimination, might be unfamiliar to many. In recognition of this reality, today’s post is designed to provide some much-needed background information on this important topic.
According to the U.S. Equal Employment Opportunity Commission, national origin discrimination involves employers treating both applicants and employees in an otherwise unfavorable manner due to the following:
- Their being from a particular region of the world or a specific country
- Their having an accent
- Their actual or presumed ethnicity
- Their membership in a specific ethnic organization
- Their marriage or connection to a person from a particular region of the world or country
It’s important to understand that discrimination based on national origin can manifest itself beyond just the hiring and firing process. Indeed, national origin discrimination can occur in the context of the following:
- Assignments and duties
- Benefits awarded
Furthermore, it’s important to understand that when it comes to discrimination based on national origin that it’s possible — and not uncommon — for both the victim and the perpetrator to be the same national origin.
We will continue to explore this important topic in our next post, including examining illegal workplace harassment based on national origin.
If you have any questions or concerns about workplace discrimination or harassment, please consider contacting an experienced legal professional as soon as possible to learn about how you can seek the justice you deserve.