Race Discrimination

Race Discrimination Lawyer in Boston

Discrimination based on race—whether intentional or unintentional—is illegal. The Boston-based attorneys at Gordon Law Group, LLP represent individuals nationwide at all stages of their careers who face racial discrimination in the workplace.

Our attorneys understand the nuances of race discrimination cases and take pride in the firm’s established reputation among Boston race discrimination lawyers. In fact, our attorneys frequently rank among the best employment lawyers in the country.

Understanding and Recognizing Workplace Race Discrimination

Although illegal, racial discrimination still occurs in workplaces of all sizes and industries.

Examples of workplace race discrimination include:

• Creating a hostile work environment for minority employees
• Failing to consider or hire minority candidates
• Passing over minority candidates for promotions, assignments, or better working conditions
• Paying minorities lower compensation than similarly qualified non-minorities
• Terminating or laying off employees based on race
• And more

Not all negative employment decisions involve race, but discrimination often plays a role. Employers can violate the law even when they unintentionally take actions that disproportionately affect minority employees or candidates.

Title VII of the Civil Rights Act

Title VII of the Civil Rights Act of 1964 prohibits employment discrimination. It makes it illegal for an employer to discriminate against any individual regarding compensation, terms, conditions, or privileges of employment because of race, color, religion, sex, or national origin.

Title VII applies to all employers with 15 or more employees. It covers hiring, promotions, terminations, and compensation. It also prohibits harassment based on race, color, religion, sex, or national origin.

Massachusetts Law Against Race Discrimination

The Massachusetts Fair Employment Practices Act (c. 151B) also prohibits discrimination based on race, color, religion, national origin, ancestry, sex, sexual orientation, gender identity, and other protected categories. It applies to all employers with six or more employees, including state and local governments.

The law requires employers to take reasonable steps to prevent harassment and to act when employees report it.

Protections Against Retaliation

Importantly, the laws prohibiting race discrimination also prohibit retaliation against employees who complain – internally or externally – about unlawful discrimination. The laws even protect those who complain on behalf of their colleagues or who testify in a lawsuit, even if the person making the complaint is not a minority. For example, if an employee complains that they or other workers are being treated differently, they may be protected from adverse employment action too. This is when hiring a Boston race discrimination attorney may prove critical, to make sure the internal or external complaint is proper and well-documented.

Proving Race Discrimination in Employment

Laws prohibiting race discrimination also prohibit retaliation against employees who complain—internally or externally—about unlawful discrimination. These protections extend to employees who advocate for colleagues or testify in lawsuits, even if the complainant is not a minority.

For example, an employee who reports that they or others face racial discrimination may receive protection from adverse employment actions. Hiring a Boston race discrimination attorney can ensure complaints are properly documented and handled.

Proving Race Discrimination in Employment

To prove race discrimination, employees must show they received different treatment than similarly situated employees. Employers often claim legitimate reasons for their actions, so proving discrimination can be challenging. However, if race influenced the employer’s decision, employees may have a valid claim.

Employees can prove race discrimination in several ways:

• Direct Evidence: Evidence showing the employer acted because of race, such as discriminatory comments or statements.
• Circumstantial Evidence: Evidence showing the employer’s actions disproportionately affected minority employees, even without direct proof. For example, passing over a qualified minority employee for promotion in favor of a less-qualified employee of a different race.
• Statistical Evidence: Evidence showing a pattern of discrimination against employees of a particular race, such as disproportionate terminations or demotions.

Class Actions

State laws also prohibit racial discrimination. Cases usually involve individual victims but may proceed as class action lawsuits. The attorneys at Gordon Law Group have experience with class actions. If multiple employees at one company face similar discrimination, a class action may be the best approach.

Remedies for Race Discrimination in Employment

Employees who experience race discrimination may pursue several remedies:

• Reinstatement: Returning to a former position.
• Back Pay: Compensation for lost earnings due to termination.
• Front Pay: Compensation for future lost earnings resulting from the termination.
• Emotional Distress Damages: Compensation for emotional suffering caused by workplace discrimination, such as enduring a hostile environment or losing a job or promotion.
• Punitive Damages: Court- or jury-awarded damages if the employer’s behavior was particularly egregious.

Our Racial Discrimination Attorneys Fight to Hold Employers Accountable

The attorneys at Gordon Law Group, LLP have decades of experience representing victims of workplace race discrimination in Boston and beyond. We have a proven track record of success and remain committed to protecting employees’ rights and holding employers accountable.

Whether you currently experience racial discrimination, were a victim in a previous role, or believe a prospective employer ignored your candidacy based on race, having a skilled legal professional makes a difference.

If you have experienced racial discrimination at work, contact Gordon Law Group, LLP today to schedule a consultation with one of our experienced attorneys.