Elliott & Associates

Ethnicity Discrimination

The Fair Employment and Housing Act (“FEHA”) outlaws workplace discrimination on account of ethnicity. Proof of ethnicity discrimination may be direct, i.e., employer statements explicitly referring to ethnicity, or indirect and circumstantial, i.e., inferred by the facts and the surrounding circumstances. An employee who cannot produce direct evidence of ethnicity discrimination may nevertheless create an actionable inference of ethnicity discrimination by making out a so-called prima facie case, usually as follows:

  1. The employee is in the protected class, e.g., he or she is of a particular ethnicity.
  2. The employee was treated adversely in the workplace, e.g., fired, harassed, denied promotion.
  3. Employees in the same classification who were of a different ethnicity were not treated adversely, or the employee was replaced by someone of a different ethnicity.

Ethnicity discrimination may also be inferred by statistics. In addition, even if the employer tries to explain the adverse employment decision as being the result of a supposedly “legitimate” business decision,” e.g., the employee was purportedly not meeting job performance standards, an employee may adduce evidence demonstrating that the employer’s so-called “legitimate business reason” was a “pretext'” or a ruse, designed to “mask” the true reason for the adverse employment decision, i.e., ethnicity discrimination. Employees can rebut or counter a pretextual, so-called “legitimate business reason,” by showing that (1) the supposed “legitimate business reason” does not make business sense, (2) other employees of different ethnicity in the same situation were not subjected to the same adverse treatment or (3) the employer has given multiple or inconsistent explanations for the adverse employment decision which suggest dishonesty.

Quick action is usually required when an employee suspects he or she may have been subjected to ethnicity discrimination because in most cases the employee must file a complaint with the Department of Fair Employment and Housing within one year. Early action is also advisable in order to preserve evidence that would be critical in proving a claim, e.g., witness statements, depositions, documentary evidence and personnel records.

DISCLAIMER OF LEGAL ADVICE: By reading the foregoing information and using this website you agree to the following: This foregoing is informational only; Nothing herein constitutes or is intended to constitute legal advice of any kind. Your use of the information herein does not create an attorney-client relationship. Never rely on any information presented herein without directly contacting and communicating with Elliott & Associates. Anyone with a suspected claim should communicate directly with competent counsel, including competent counsel affiliated with other firms.

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