While Title VII of the Civil Rights Acts of 1964 provides protection to employees based on other characteristics as well as race, there is considerable evidence that race discrimination continues to be a fact of life in the workplace. Statistics show that there is an income disparity between white and racial minority employees performing the same jobs with the same educational backgrounds, and higher unemployment rates among minority-group members than for whites. Surveys also indicate that many whites perceive blacks as being less competent workers than whites. For current monthly unemployment rate see the following link: http://www.bls.gov/news.release/empsit.nr0.htm
However, discrimination based upon race or color is not only targeted towards blacks, but it also impacts Whites, Native Americans, Middle Easterners, Hispanics, Southeast Asians, and other ethnicities. This is particularly true since the events of 9-11. Additionally, race and ethnic classification were redefined and expanded during the 2000 U.S. Census. Under the new standard articulated by the federal government, individuals were permitted to select one or more race. Under the new standard the categories are: American Indian, Alaskan Native, Black or African American, Native Hawaiian or Other Pacific Islander, White, and Some Other Race. For ethnicity the standards are Hispanic or Latino and Not Hispanic or Latino.
EEOC has also set forth guidelines on the differences of race, color and national origin. See:
http://www/eeoc.gov/initiatives
http://www.eeoc.gov/policy
http://www.eeoc.gov
As stated in previous lessons, the Act bars discrimination on the grounds of race or color with respect to hiring, discharge, compensation, and virtually any decision affecting wages, hours, and working conditions. The persons protected include not only racial minorities but also whites. Persons who claim that they have suffered employment discrimination based on race or color may prove their cases in various ways. Cases alleging disparate-treatment intentional race or color discrimination may be proved by direct evidence that race or color was the basis of an employment decision or by circumstantial evidence, using the McDonnell Douglas test. Employment practices that are facially neutral but have disparate impact on certain race or color group members are illegal. Title VII also protects employees from harassment based on their race or color.
It is illegal under Title VII to discriminate against a person due to his or her color just as it is illegal to discriminate due to race. The same legal theories and methods of proving cases discussed above for race are applicable to cases of discrimination based on color.