The people who work in California are just as varied as the state itself, with people from all over the world coming to live and work there. Diversity is a strength that can lead to new ideas, imagination, and a wide range of skills. However, discrimination against national origin can also be a problem. When people are mistreated because they are from a particular country or part of the world, because of their race or accent, or because they look like they are from a specific past (even if they aren’t), that is national origin discrimination.
Understanding National Origin Discrimination
Discrimination based on national origin at work can appear in many areas, such as hiring and firing, pay, promotions, job assignments, training, perks, and other conditions or terms of employment. It can also mean getting unfair treatment because you are married to or know someone of a particular nationality, belong to an ethnic support group, go to schools or places of worship where people of a specific nationality go or have a name that is linked to a nationality.
Both federal and state rules in California make it illegal to treat people differently because of their national origin. The federal Civil Rights Act of 1964 and the California Fair Employment and Housing Act (FEHA) are the primary laws that protect people from this kind of discrimination.
The Legal Landscape in California
Under FEHA, it is against the law for a company with five or more workers to treat job applicants and workers differently because of their origins. This includes unfair treatment when hiring, promoting, firing, paying, or changing any other aspect of an employee’s job.
The Department of Fair Employment and Housing (DFEH), which enforces civil rights rules in California, has changed what it means to discriminate based on national origin. It now includes not only traditional forms of discrimination but also discrimination based on a person’s immigration status, policies that limit language use that isn’t needed for the business to run, and even discrimination based on an employee’s accent, as long as it doesn’t get in the way of them doing their job.
Finding Discrimination Based on National Origin
It can be hard to spot national origin discrimination because it can be overt or covert. Here are some examples:
- There are job ads that say they prefer applicants from certain countries.
- Candidates from a particular nationality must meet better qualifications than candidates from other nationalities.
- We are putting workers from different countries in different jobs or places.
- Using rude or derogatory language about someone’s nationality, accent, or race is an example of harassment.
What Employers Can Do
Employers are responsible for making sure that there is no national origin discrimination in the workplace. These are some steps they can take:
- Developing Comprehensive Policies: Putting clear rules against discrimination that cover national backgrounds in place.
- Training: Teaching all workers, especially managers, how to spot, stop, and deal with national origin discrimination through ongoing training.
- Inclusive Recruitment: Inclusive recruitment means hiring groups with various backgrounds and methods that reduce bias during the hiring process, like skill-based assessments and structured interviews.
- Clear Reporting Mechanisms: Making it easy for people to report discrimination and respond quickly to concerns.
- Regular Audits: Make sure that company policies and practices don’t unfairly treat people because of their nationality by checking them regularly.
What Employees Can Do
People in California who have been discriminated against because of their national background have the vital right to take action against these crimes. People who are being mistreated in this way have several options, some of which are listed below:
It’s essential to keep records of incidents. It’s important to keep thorough records of discriminatory incidents as they happen. The documentation should include as much information as possible, such as the date and time of each event, the place where it happened, the people involved, and any witnesses who may have seen what happened.
This documentation helps build a solid and personal story of the discrimination and will be strong proof if legal action is needed. Employees can keep copies of emails, memos, or other forms of contact that are unfair to them if they can. When people file anti-discrimination cases, good documentation is often essential.
Reporting Discrimination:
If employees see discrimination happening at work, they should first tell their immediate boss or direct manager, as long as that person is not the one doing the discrimination. If they are, or if telling them about the problem doesn’t make things better, it should be taken to the human resources staff. When making this kind of report, you should follow the rules and guidelines set by your company. Remember that your boss needs to be able to fix the problem.
Filing a Complaint:
If the problem isn’t fixed after reporting the unfair treatment at work, people can file a complaint with an outside group, like the Department of Fair Employment and Housing (DFEH) or the Equal Employment Opportunity Commission (EEOC). These organizations exist to protect people from discrimination in the workplace. They can look into the claim or try to help the boss and employee come to an agreement.
Seeking Legal Advice:
Talking to an employment law expert can be very helpful in addition to or in line with the steps above. These lawyers can give advice unique to the case, help the victim file the right complaints, and, if necessary, represent the victim in court. Getting legal help can give workers the confidence they need to fight against discrimination against national origin, which can be difficult.
Final Thoughts
For California’s diverse population to do well, it’s essential to ensure everyone is treated equally, regardless of where they’re from. California still has some of the most progressive laws and rules that protect workers. However, the best way to stop national origin discrimination is through ongoing education, knowledge, and strict enforcement. It’s not only the law but also an essential part of making the workplace fair, open, and successful for everyone.