Discrimination based on gender is illegal in the United States. Federal, state and local laws are in place to protect individuals from discrimination based on sex. For gender discrimination in the workplace to be considered illegal, the treatment must negatively affect the “terms or conditions” of your employment.

The terms and conditions of your employment may include, but are not limited to:

• Job responsibilities
• Work hours
• Dress code
• Paid time off
• Performance evaluation standards

Race or color discrimination involves unfavorable treatment of an applicant or employee based on race or personal characteristics associated with race. Racial discrimination can also exist via association (i.e. if someone is mistreated due to their association with someone of a certain race).

In the United States, federal, state and local laws protect employees from discriminatory treatment based on race. Titles VI and VII of the Civil Rights Act of 1964 protect individuals from discrimination concerning race, color and national origin. These laws protect you from treatment that is less favorable to other employees. This treatment may include:

• Receiving fewer promotions
• Receiving fewer job opportunities
• Termination

Employees at and over the age of 40 are protected by the Age Discrimination in Employment Act of 1967. This law prohibits employers from mistreating employees due to their age. This includes all aspects of employment, such as:

• Hiring
• Promotions
• Training
• Salary
• Job Assignments
• Termination

There are many state and local laws which protect employees from discrimination based on sexual orientation. There are also federal laws, such as the Title VII of the Civil Rights Act of 1964, that provide protections against sexual orientation and gender identity workplace discrimination. These laws protect the following individuals:

• Gay employees
• Lesbian employees
• Bisexual employees
• Transgender employees

Under the protections of the Americans with Disabilities Act (ADA) and state and local laws, employees cannot be discriminated against in employment practices on the basis of disability. This means that an employer may not:

• Mistreat a qualified individual with a disability because of their disability.
• Deny the employee reasonable work accommodations.

Under federal law, state laws and local laws, employees are protected from discrimination based on pregnancy. These laws may protect a pregnant employee from:

• Less favorable treatment
• Fewer job opportunities
• Refusal to hire
• Termination

Additionally, these laws may provide protections if your employer denies your maternity leave.

Title VII of the Civil Rights Act of 1964 prohibits employers from harassing or discriminating in employment practices based on:

• Religious affiliation
• Physical or culture traits (e.g. language, dress related to religion or accent)
• Association with a person of a particular religion

Additionally, the law requires employers to accommodate an employee’s religious practices unless doing so would create an undue hardship for the organization.