What is Institutional Discrimination?

Los Angeles Employment Attorney Defines Institutional Discrimination

Certain types of workplace discrimination against individuals go against both federal and California discrimination laws. An employer cannot discriminate against a single person on the basis of his or her race, religion, national origin, gender expression, family status or age. Discrimination at work against an individual can be easy to discover and identify. However, what if discrimination is against a group within the workplace? In particular, what if discrimination is occurring because of a policy or a company’s tendencies? Such actions may constitute institutional discrimination. If you suspect that you and a collection of your coworkers have been discriminated against as a group, then contact an employment lawyer in Los Angeles to explore options for action.

What Are the Signs of Discrimination at Work?

Institutional Discrimination Examples

Institutional discrimination can occur in any phase of the employment process. This includes during the recruiting and hiring phase or when it affects promotions or involves firings. If a company refuses to hire people of a certain ethnicity or religion, this is institutional discrimination.  Additionally, if a company refuses to promote individuals of a certain family status despite being qualified for the position, institutional discrimination is taking place.

However, some instances are not as overt. It is feasible that a hiring manager from a particular background or upbringing may unconsciously and unintentionally view members of another group as “less qualified.” In this way, it does not have to be intentional to occur.

Unfortunately, this discrimination can often be hard to detect. It may also be taking place in instances of:

• Unfavorable or unpleasant tasks consistently assigned to members of a certain group
• Arranging the workplace or office floor plan based on race, religion, gender or age
• Unequal application of disciplinary measures
• Unequal pay between workers who share the same responsibilities (which could result in a wage dispute)
• Difficulty or obstruction with using the rights afforded by the Family and Medical Leave Act