This brochure summarizes some important points about the law as it applies to race, color, and national origin discrimination and employment. Many people believe that minorities have greater rights under the anti-discrimination laws than others, but that is not true. All people fall within the definition of race, color, and national origin and all have equal protection under the law. However, most of the complaints received by the IHRC about race, national origin, or color discrimination come from persons of Hispanic, African-American, or Native American descent. Persons who are discriminated against because of their association with minorities or minority organizations are also covered by the law.
Discrimination comes in many forms.
Harassment - Ethnic and racial slurs should never be permitted in the workplace. Other verbal or physical conduct may be discriminatory if it is directed towards someone because of their race, color, or national origin and if the conduct has the purpose or effect of creating a hostile, intimidating, or offensive work environment. An employer has an affirmative duty to maintain a working environment free of harassment based on color, national origin or race. Using personal preferences in employment decisions - Favoring members of a particular culture, skin color, or race in making any employment decision, from hiring to termination. Racial biases and preferences of customers or co-workers cannot be used as a rationale to deny equal employment opportunity.