We all know that discrimination in the workplace is unacceptable, and we all know that no federal employee should have to put up with it.
However, not everyone knows that all kinds of discrimination are illegal.
When most people imagine a discriminatory situation, they imagine racial minorities as the victims of racial “majorities.” They may be more accepting of discrimination when it operates in “reverse.”
However, so-called reverse race discrimination is equally wrong and just as illegal as “regular” discrimination.
At this point, you might be asking yourself, What is reverse discrimination? In this article, we will discuss reverse discrimination definition and the situations which best describe reverse discrimination in the workplace.
If you think that you are the victim of reverse race discrimination, contact a workplace discrimination lawyer right away.
What Is Reverse Discrimination?
The definition of reverse race discrimination can be difficult to describe, and the term itself is controversial in some circles.
The simplest definition is this—reverse discrimination in the workplace occurs when a majority group is discriminated against by a minority group.
Reverse race discrimination, for example, occurs in situations where historic racial minorities (like blacks or Hispanics) discriminate against white Americans based on their skin color.
The fact that the target of discrimination belongs to a majority group does not exclude them from the protection of workplace discrimination laws.
Discrimination is discrimination. It does not matter whether the victim is white, black, Christian, Muslim, handicapped, or able-bodied.
Workplace discrimination lawyers know that discrimination laws apply to all groups, and can help any victim of any form of discrimination.
Which of the Following Is an Example of Reverse Discrimination?
Let’s consider a few examples of discrimination to understand which of the following situations constitute reverse discrimination:
- An African-American boss repeatedly harasses his white subordinate because of his race, uses racial slurs, and denies him a promotion because the subordinate is “way too white for this office”;
- A woman repeatedly makes derogatory sex-based comments to her male co-worker, frequently derides him as “just another stupid man,” and tells him that a woman could do his job better;
- A Christian employee humiliates his Hindu colleague by trying to make him eat beef and telling him that his faith “has too many Gods.”
Which of the following is an example of reverse discrimination in America? If you guessed the first two scenarios, you’d be correct.
The first scenario was reverse race discrimination because a black man, a member of a racial minority, was discriminating against a white man based on race.
Similarly, the second scenario also constituted reverse discrimination.
Sex-based discrimination has historically targeted women, so reverse discrimination occurred because a woman was making condescending sex-based comments to a man.
However, the third scenario was not reverse discrimination because Christianity is a majority religion in the United States.
So while the Christian in that scenario was harassing and potentially discriminating against their Hindu coworker, that would constitute normal discrimination of a minority.
What Should I Do If I Am the Victim of Reverse Discrimination?
Discrimination is discrimination no matter what the victim’s race, gender, or religion is. If you are experiencing reverse discrimination, consider taking the following actions:
- Tell the offender to stop, if you feel comfortable doing so;
- Record your interactions with the individual;
- Consult a supervisor about the problem if possible; and
- Go speak to someone in your agency’s EEO (Equal Employment Opportunity) office.
After you have taken these first steps, you need to consider hiring an attorney who handles cases of discrimination at work. Hiring an attorney for employment discrimination can help to resolve the reverse discrimination problem quickly.
Furthermore, employment discrimination attorneys are familiar with all kinds of discrimination and can evaluate your case to see if you are eligible to obtain compensation.
Finally, if you file a complaint against your agency, a federal employment workplace discrimination lawyer can help your case by collecting evidence, obtaining witnesses, and conducting settlement negotiations.
Do You Need a Workplace Discrimination Attorney?
Employment discrimination is always wrong, whether it is reverse discrimination or not.
Now that you know reverse discrimination’s definition, you will know when to contact an employment discrimination attorney.
If you are currently experiencing such discrimination, you need an employment discrimination attorney right away. However, not all attorneys are of the same quality.
Therefore, it is critical that you hire an attorney that has experience with your kind of case and is familiar with the unique features of the federal workplace.
Contact Our Federal Employment Attorney To Discuss Your Case Today
Here at the Federal Employment Law Firm of Aaron D Wersing PLLC, we are dedicated to helping federal employees stand up for their rights.
Over the years, our firm has helped countless federal employees with all kinds of discrimination complaints.
Unlike other law firms, we are familiar with all of the dynamics of the federal workplace. We will help you stand up for your rights and hold discriminatory actors accountable.
Even if you don’t know whether you need an attorney, you have nothing to lose by setting up an appointment. Contact us right away.
Aaron Wersing, Attorney at Law
Aaron Wersing is the founder of the Law Office of Aaron D. Wersing. Mr. Wersing graduated from the Georgia State University College of Law with a Doctorate in Jurisprudence and was the recipient of the CALI Excellence for the Future Award. Mr. Wersing previously attended the University of Georgia, where he received a Bachelor of Business Administration degree in Accounting. Mr. Wersing is an active member of his local community. Mr. Wersing acts as a volunteer attorney with Houston Volunteer Lawyers, the pro bono legal aid organization of the Houston Bar Association. He is also a member of professional legal organizations such as the National Employment Lawyers Association and the American Inns of Court. To reach Aaron for a consultation, please call him at (833) 833-3529.
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