Race and National Origin Discrimination Case Studies
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Race and national origin are both "protected classes" under federal and state anti-discrimination laws. Though they are separate claims legally, the facts and issues are often intertwined, as many people present both as a minority race and as a different ethnic group.
Below are a few of the many examples of people we have helped with workplace discrimination based on race and/or national origin. The names and images are fictitious, but the stories are real. Every person's story is a little different, but there are lessons to be learned from people who have gone through similar situations. Race Discrimination at a Private College
Carol was an African American woman who worked in human resources for a private educational institution. She received exceptional performance ratings for the majority of her time there.
For the first part of her tenure, her supervisor was also a woman of color. During that time, the human resources department was the only department at the college that had multiple people of color on the team, and as a group they were frequently subject to criticism and negative comments from people in other departments. When Carol's first supervisor left, in part because of the pervasive negative treatment of people of color in human resources, she faced increasingly hostile treatment from new management. Read more here. Race Discrimination in a Bank
Donna was an African American woman who had a long career in bank management. She started with this particular employer as a Floating Assistant Branch Manager, working in several locations and receiving excellent performance reviews.
The trouble began when she was placed in a new branch, with a Branch Manager who was openly hostile to her. When she was nominated for a leadership award within the company, he questioned her selection and suggested her race might have been a factor. One day, a white customer came into the branch behaving erratically. Donna tried to help the customer, but he left the bank and then called customer service to complain about Donna in explicitly racist terms. Read more here. National Origin Discrimination Against a Scientist
Maria was a scientist and researcher at a research institution in Boston. She had worked there for three years, starting as a Chief Scientist and later promoted to Principal Investigator. In this role, she acquired numerous valuable grants, and was the lead on the funded research projects. Throughout the entirety of her employment, Maria received uniformly positive performance reviews.
For the last three months of her employment, Maria was placed under a new supervisor, who was non-Hispanic. She immediately began to experience hostility from this supervisor, who ridiculed Maria's suggestion that their differing backgrounds could allow them to collaborate effectively. Maria reported her discomfort with this conversation to Human Resources, but no action was taken. Read more here. National Origin Discrimination in a Commercial Bakery
Lucy and Paulo were a married couple who were Brazilian nationals working in the United states on green cards. For over twelve years they had both worked at a commercial bakery in Massachusetts, Lucy on the production floor and Paulo as a manual laborer.
Though their English proficiency was limited, they performed their jobs well for many years. However, as a result of the baking materials in production, Lucy developed asthma, and Paulo developed back problems as a result of his physical labor. Nonetheless, they continued to do their jobs. After twelve years the company was bought out and new management came on board. At that time Lucy and Paul were two of only three Brazilian employees. It was immediately apparent that new management treated the three of them differently. Read more here. |
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Race and National Origin Discrimination in Educational Setting
Roseline, a black woman of Haitian descent, worked for a nonprofit organization providing early education, enrichment, and family services. Roseline worked as a family support clinician, and had been in the job for two years. Her work was marked by notable successes as she built connections with children and families in the program. During her first two years, she received a stellar employee performance report, a bonus, and an increase in her hours. The scope of her work was expanded to include middle and high school students, as well as implementing Girls Group services.
At the beginning of her third year, however, she was assigned to work at a summer camp location she had not previously worked at. There, she encountered a white co-worker who routinely made racial comments about co-workers of color and also about families of color who were served by the camp. These included comments to black co-workers about wanting to be as "tan" as them, and a statement about a young Haitian boy that his parents overdressed him because "they're like that." Read more here.
At the beginning of her third year, however, she was assigned to work at a summer camp location she had not previously worked at. There, she encountered a white co-worker who routinely made racial comments about co-workers of color and also about families of color who were served by the camp. These included comments to black co-workers about wanting to be as "tan" as them, and a statement about a young Haitian boy that his parents overdressed him because "they're like that." Read more here.
Race Discrimination in a Human Resources Department
Sarah, an experienced Human Resources manager and an African American woman, joined a ground handling and cargo company with high hopes. She successfully managed HR departments for two major airports, showing dedication and resilience. Yet, adversity soon emerged as she encountered racial discrimination from colleagues, including derogatory comments and a lack of support. Despite her complaints, the company took no action to address the issue.
Sarah's situation worsened when she reported COVID-related concerns, facing retaliation as a result. She was terminated without cause, with no explanation provided. It became clear that her employer aimed to silence her and cover up their discriminatory actions.
Sarah's case highlights the crucial issue of racial discrimination and retaliation in the workplace. Despite her challenging journey, Sarah's resilience paid off as she sought justice with our firm's support. Her case serves as a powerful example of standing up against injustice and demanding fair treatment. Read more here.
Sarah's situation worsened when she reported COVID-related concerns, facing retaliation as a result. She was terminated without cause, with no explanation provided. It became clear that her employer aimed to silence her and cover up their discriminatory actions.
Sarah's case highlights the crucial issue of racial discrimination and retaliation in the workplace. Despite her challenging journey, Sarah's resilience paid off as she sought justice with our firm's support. Her case serves as a powerful example of standing up against injustice and demanding fair treatment. Read more here.
How Our Employment Lawyers Can Help
Other employment cases we have handled include claims of discrimination based on sexual orientation or gender identify under Massachusetts law. We have also filed and settled claims based on religious discrimination and retaliation for taking medical leave.
We can help you assess whether you have a discrimination claim and secure any compensation you are owed. You can use the button below to schedule a call back from a member of our team, or give us a call at 781-784-2322.
We can help you assess whether you have a discrimination claim and secure any compensation you are owed. You can use the button below to schedule a call back from a member of our team, or give us a call at 781-784-2322.
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