Race, Color & Nationality

The Civil rights act of 1964 prohibits employment discrimination under Title VII. Among the various forms of employment discrimination targeted in Title VII of the act is the prohibition of employment discrimination based on Race, Color and Nationality. Discrimination in the workplace or hiring process based on Race, Color and Nationality is regulated and targeted by the EEOC which seeks to review complaints of subsequently related discrimination and evaluate/direct them to the appropriate judicial authority.

Under the act, it is illegal to discriminate in the workplace or hiring process based on an individual's race. Race is a body of characteristics associated with a group of particular individuals of common genetic origin. Race-related characteristics which may be a factor in employment discrimination include skin color, hair texture, body type and facial structure. As well as physical features which may be singled out in racial discrimination, certain conditions which afflict a particular race in higher numbers may also be a factor in such discrimination. For example, sickle cell anemia afflict's african american's in substantially higher numbers than other americans. An employment standard which prevents carriers of sickle cell anemia from seeking employment would classify as racial employment discrimination prohibited under Title VII.

Concurrently, color discrimination ties into the skin shade aspect of racial characteristics. For example, members of the same general race "black" or "white" may be guilty of discriminating against members of their own racial demographic based on degree of skin color. Employment directives which establish an acknowledgement or requirement of a particular shade of skin color based on lightness, darkness or pigment for employment constitute color discrimination. Its important to note that members of the same race are not absolved from color discrimination against one another.

Nationality refers to a person's country of origin or current place of citizenship. Under title VII, it is illegal for an employer to let a candidate's nationality affect a decision regarding eligibility for employment. Importantly, association with nationalities also is a factor in such claims of employment discrimination. For example, an american-born citizen may have a spouse of foreign birth and be the recipient of employment discrimination based on association with a nationality.