Workplace discrimination often means that someone has faced unfair treatment based on their inclusion in a protected class. Race is a protected class, for example. If an employer made hiring decisions based on the race of the candidates who applied, or factors like their ethnic background or country of origin, that would be clear-cut discrimination. The same would be true if a worker was terminated from their position based on these characteristics.
But in some cases, workers who were not previously in a protected class will enter one. It is very important that they do not face future discrimination at this point.
How would this happen?
There are many possible scenarios where someone could join a protected class they were not in previously. Below are three examples:
- A woman is hired to work at a company out of college, and she is unmarried and does not have any children. But in her early 30s, she gets married and decides to start a family. When she becomes pregnant, her employer fires her from her job.
- An employee is hired without any discussion of their religious background or beliefs. While employed, however, they decide to join a religion, and their boss finds out about the decision. The employer decides to let the employee go as a result.
- When an employee is brought on, they do not have any physical limitations to consider. However, they later suffer an injury that leaves them with a lasting disability. Instead of making reasonable accommodations so that they can continue doing their job, the employer decides to fire them and replace them with another worker.
These are just three examples, but they do show how life can change, and how employees may move in or out of certain protected classes. They deserve fair treatment at any stage in this process and must know what legal options they have when facing discrimination.