As a country, we have come a long way in ensuring that minorities are treated with respect and equal opportunity in all walks of life. Due to the Civil Rights Act of 1964, nearly all forms of discrimination have rightfully been banned in employment practices, including discrimination on the basis of color, race, national origin, religion, and sex. In later years, this law extended to protect individuals from discrimination due to their age, disability, pregnancy, genetic information, and military status. Yet there are still strides to make regarding protection for individuals who identify as members of the LGBTQ community.
Unfortunately, many Americans face some form of workplace injustice. What may start out as a minor annoyance or inconvenience may spiral into illegal conduct if issues are not properly addressed. What’s more? Many employers may not take employee concerns regarding harassment or discrimination seriously and may not take action. This can lead to employees choosing to pursue legal action to uphold their rights.
All employees have rights on-the-job. If one has been harassed, discriminated against, injured, or even wrongfully terminated, one retains the right to consult with an employment lawyer to discuss his or her case. Below, we reveal the top four most common workplace lawsuits.
The Americans with Disabilities Act (ADA) is a civil rights law that first went into effect in 1990. The law strives to maintain an inclusive environment by breaking down barriers commonly faced by those with disabilities and granting civil rights protections similar to the protections granted to individuals on the basis of sex, race, national origin, age, and religion. The ADA bans discrimination against individuals with disabilities in every part of life, including employment.
If you have ever worked at a large corporation, you may remember a segment about diversity during your orientation. Most companies allude to diversity in their mission statements, but what good are these without policies to support them? Employers throw the word “diversity” around often, yet many struggle with implementing a diverse workforce and an inclusive company culture.
A diverse workplace is one that includes and is welcoming to employees from all walks of life. Title VII of the Civil Rights Act of 1964 protects employees from being discriminated against due to their sex, national origin, race, religion, age, or disability. For a workforce to truly be inclusive, it must be a place where typically marginalized employees can feel comfortable being themselves. If you are concerned about non-inclusive practices at work, these simple suggestions can lead any workplace toward greater diversity, without the need to invest in additional resources.