National origin is one of the protected categories in the workplace. Both the U.S. Equal Employment Opportunity Commission (EEOC) and the Civil Rights Department (CRD) prohibit discrimination against an employee based on their actual or perceived national origin, ancestry, culture or accent.
So, how can you tell you are experiencing this type of discrimination?
Are you being treated unfavorably?
It’s unlawful for an employer to treat a job applicant or an employee unfavorably because they are from a particular country/part of the world, appear to be of a certain ethnicity or are married to/associated with someone of a particular national origin.
For example, when you are paid less, passed over for promotions, assigned undesirable duties, dismissed or severely disciplined compared to colleagues for a similar infraction.
One way you might spot that the different treatment is based on your background is by assessing those who are being treated more favorably. If they are all from a particular national origin, it might mean you are being discriminated against.
Another way is through examining the policies being implemented by your employer. Your employer requiring employees to only speak English when such a rule is not necessary for business can be discriminatory. This can also be the case if they take an adverse employment action based on your accent and can’t show how it interferes materially with your ability to perform your job.
Moreover, frequent or severe offensive remarks about one’s national origin can be a sign of discrimination, as it creates a hostile work environment. You should be concerned if a colleague or supervisor makes an offensive joke/comment about your accent or culture.
National origin discrimination can happen at any stage of employment, from hiring to termination. If you have experienced it, you should learn more about what you can do to protect your career.