Reverse discrimination is a term created to mean discrimination against members of a historical majority, or “advantaged,” group. However, it is not a legal term identified by U.S. courts. Because anti-discrimination laws were enacted to prevent discrimination against groups that were historically disadvantaged and denied opportunities in the workplace, there may be a perception that the same laws do not protect members of majority groups. However, anti-discrimination laws prohibit all forms of discrimination based on protected characteristics, regardless of whether a person belongs to a majority group. Much of the opposition to affirmative action is based on what are called “reverse discrimination” and “unwarranted preferences.” However, very few employment discrimination cases pending before the Equal Employment Opportunities Commission are reverse discrimination cases. Under the law and interpretations by courts, anyone benefiting from affirmative action must have the relevant and valid job or educational qualifications. If your employer has an affirmative action plan, it may help eliminate some of the barriers to advancement that racial minorities have faced historically. You may wish to consult with your company's human resource department or your personnel handbook to learn more about how the plan may benefit you and other employees who are racial minorities.