The Noble Law is an employment law firm with offices in North Carolina and South Carolina. We help clients navigate issues of workplace discrimination, including wage discrimination. While pay discrimination is illegal in the United States, it still happens. You have the right to be paid fairly and equally for your work, regardless of sex, race, color, disability, nation of origin, religion, or age. If you are currently experiencing wage discrimination or any other kind of workplace discrimination, our employment law attorneys can help. Contact The Noble Law in North Carolina or South Carolina to schedule a consultation.
Despite our nation’s long history of challenging discriminatory policies based on race and the undeniable benefits that come with rich, culturally diverse workplaces, racial discrimination is still a very real problem for many American workers. However, thanks to both federal and state laws, there are strong protections for job applicants and employees in North Carolina. At The Noble Law, we know it takes a lot of courage to come forward with such allegations against a current or potential employer, and so we provide a safe space to tell your story.
If you have been treated unfairly or differently at work because of your race, remember that the law is firmly on your side. The tenacious advocates at our firm can bring this illegal conduct to light and fight for the justice you deserve. Workplace racial harassment and discrimination can result in employees who are underpaid, undervalued, overlooked, harassed, and even terminated. This treatment is an attack on your dignity and livelihood, and it is totally unacceptable. We can help you gain the upper hand.
From the moment you reach out to The Noble law, our lawyers and staff will treat you as a valued part of a team. We emphasize open communication. If you suspect you have been a victim of race discrimination at work, please reach out to the Noble Law.
How to Identify Race Discrimination in the Workplace
Workplace discrimination occurs when employers make decisions about hiring, pay, advancement, termination, or disciplinary action based on color or race in violation of Title VII of the Civil Rights of 1964. The Act also prohibits employers from engaging in practices that appear neutral but have a disparate impact on racial groups.
Some forms of racial discrimination in the workplace are obvious and glaring, while others may be more subtle. It is important to be sensitive to all the signs.
Examples of racial harassment and race discrimination in the workplace include:
- Questions about your race during a job interview
- Lack of racial diversity in the workforce
- Racial slurs and jokes, and other hostile verbal communications
- Racially offensive imagery and emails
- Unequal pay, benefits, or leave among employees of different races
- Unfair promotions or disciplinary actions
- Layoffs disproportionately targeting members of a certain racial group
- Unequal distribution of work assignments among racial groups
A key point to remember is that it is illegal for your employer to base ANY job-related decisions on your race or color. The law is clear here! It is also illegal for your employer to punish or harass you in any way for reporting racial discrimination. This is true even if your report does not result in any disciplinary action.
The sad reality is that many people experience more than one kind of discrimination at a time. For example, a woman might experience sex discrimination in addition to race discrimination. Similarly, an individual with disabilities who is a member of a racial minority may experience disability discrimination at the same time as race discrimination.
Race Discrimination Statistics in NC and Across the U.S.
As attorneys who help clients facing racial discrimination, we think it’s important to validate your experience and help put the issue in the proper context. The statistics are alarming.
Consider that this found race discrimination allegations comprise 37% of the Title VII Claims filed in North Carolina’s EEOC (Equal Employment Opportunity Commission) field office. There were 23,976 claims alleging employment-related race discrimination violations of federal law.
Another academic study surveyed 40 million employees age 48 and older nationwide in the U.S. According to the study, Black workers overall experienced “the highest prevalence” of workplace discrimination and mistreatment. Black women were more than twice as likely as white men to report discrimination in the workplace.
These numbers reflect only a fraction of the American workforce. You can only imagine how many more have chosen to remain to silent for fear of losing their source of income. If you have been suffering in silence or have only recently been exposed to racial discrimination in your place of business, consulting a workplace discrimination attorney is an empowering first step.
North Carolina’s Top Racial Discrimination Lawyers are at The Noble Law
Whether you are continuing to work for your employer or are ready to take immediate legal action, The Noble Law is prepared to support you every step of the way. Talk to us about how to document ongoing acts of discrimination, planning an exit strategy, filing a timely claim with the Equal Employment Opportunity Commission, and what to expect after a charge is filed.
It’s our privilege to stand up for your rights, help you maintain your career track, restore your reputation, and help you find closure. There are strict statutory time limits for filing charges of workplace racial harassment and discrimination, so please reach out today to schedule a confidential consultation with a member of our team. You have an ally and advocate here at The Noble Law.
Legal Framework Protecting Against Race Discrimination
Employees in North Carolina, South Carolina, and across the United States are protected by federal and state laws that prohibit race discrimination in the workplace.
- Title VII of the Civil Rights Act of 1964 prohibits employers from discriminating against employees or job applicants based on their race, color, religion, sex, or national origin. This federal law applies to employers with 15 or more employees. You can read the full text of Title VII of the Civil Rights Act on the Equal Employment Opportunity Commission (EEOC) website.
- The Equal Employment Opportunity Commission (EEOC) is the federal agency responsible for enforcing laws against workplace discrimination. The EEOC investigates charges of race discrimination and, in limited instances, brings lawsuits on behalf of employees. Learn more directly from the EEOC on race/color discrimination.
- State Protections:
- In North Carolina, the North Carolina Equal Employment Practices Act affirms the state’s public policy against workplace discrimination and forms the basis of a wrongful termination claim.
- In South Carolina, the South Carolina Human Affairs Law prohibits employment discrimination. It is enforced by the South Carolina Human Affairs Commission.
Together, these federal and state laws provide critical protections to ensure employees have equal opportunities in hiring, promotion, compensation, and workplace treatment.
Steps to Take If You Experience Race Discrimination at Work
If you believe you have been subjected to race discrimination in your workplace, taking deliberate steps can help protect your rights and strengthen any future legal claims.
- Document the incidents. Keep detailed notes, including dates, times, locations, and descriptions of what occurred. Save emails, text messages, or other evidence.
- Report the behavior internally. Many employers require you to report discriminatory actions to a supervisor, Human Resources, or another designated company official. Following these procedures can demonstrate that you attempted to resolve the issue within the organization. Depending on how the complaint is worded, this can also constitute protected activity that can form the basis for a retaliation claim.
- File a complaint with the EEOC or your state agency. Employees may file a charge with the EEOC or, depending on your location, with the South Carolina Human Affairs Commission. These agencies investigate claims of discrimination and may attempt to mediate a resolution to the issue. Though employees do not need legal counsel to file a charge, an attorney can help draft a persuasive and cohesive charge and ensure all key details are included.
- Consult with an employment attorney. Speaking with trusted legal counsel can help you understand your options and determine whether pursuing a claim, settlement, or lawsuit is in your best interest.
Taking these steps promptly ensures that deadlines are met, as claims of race discrimination must be filed within specific time limits.
Role of an Employment Attorney in Race Discrimination Cases
Navigating a race discrimination claim can feel intimidating without an employment attorney at your side to:
- Evaluate your case. An attorney can review your situation in detail, determine whether your employer’s actions violated federal or state laws, and outline the strengths and challenges of your claim.
- Gather and present evidence. Legal counsel can help collect and organize emails, performance reviews, witness statements, and company policies, then present that evidence in a way that strengthens your position.
- Advocate for you in every stage of the process. From filing a charge with the EEOC, negotiating directly with your employer, to representing you in mediation or court, your attorney works to protect your rights and keep your employer accountable.
When an attorney takes these steps, the potential results can include:
- Financial compensation for back pay, lost benefits, or emotional distress caused by discrimination.
- Reinstatement or promotion in situations where the working relationship has not been damaged, and if your career progression was unfairly derailed.
- Changes in workplace practices, such as implementing new training programs or updating policies, can help prevent similar instances of discrimination in the future.
- Settlement agreements that resolve your claim while protecting your interests.
With trusted counsel guiding the process, employees can focus on moving forward while their attorney works toward meaningful remedies.