In the world we live in, however, we constantly face all kinds of neglect based on different attributes. All over the world, certain people treat others with prejudice because of particular features they possess.
More Information about Language Discrimination 1. What is language discrimination? Language discrimination is the unfair treatment of an individual solely because of their native language or other characteristics of speech, such as accent, size of vocabulary, and syntax. Language discrimination does not include discrimination based upon an individual's appearance, but rather focuses upon the style of speech used by an individual.
This is not to say that discrimination based upon appearance is illegal, for more information on that please see our pages on national origin discriminationdress codesand religious discrimination.
and eliminate discrimination and harassment practices, employers need to have both their principles and their practices understood and applied at all levels in the organization. Principles are the foundation on which applications and practices are built. They are the primary truths or distinctive opinions that form the basis of company culture. Language discrimination is a subset of national origin discrimination. Language discrimination refers to the unfair treatment of an individual based solely upon the characteristics of their speech; such as, accent, size of vocabulary, and syntax. Employment discrimination is a form of discrimination based on race, gender some of these barriers are non-discriminatory. Work and family conflicts is an example of why there are fewer females in the top corporate positions. When companies let these insecurities affect their treatment of older workers- hostile work environment.
Below are some real world examples of language discrimination: You have worked at a company for several years, while on break you are talking with other Chinese coworkers, you usually speak in Cantonese. Your company recently announced a "speak-English-only" policy, and your supervisor has told you not to ever speak Cantonese to your coworkers while at work.
A new customer service position opens up in your company. You apply for the job because it pays a higher salary and more regular work hours.
Even though you are fluent in English, you are told by the supervisor that you cannot be considered for the position because you speak with a Spanish accent.
Another employee who speaks with a British accent is interviewed for the position. English is not your native language, although you are proficient in English and have no difficulty doing your job as a computer programmer.
On your last performance review, you received high marks in every area except communication skills. When you ask your supervisor the reason for your low marks, which prevent you from getting a merit raise, you are told the reason is your English skills, even though your job rarely requires you to communicate with coworkers or the public.
Is language discrimination illegal, and if so, which federal laws cover language discrimination? Title VII of the Civil Rights Act of are federal laws that protects individuals from discrimination based upon national origin and race.
Some courts and government agencies have said that discrimination based on language is a form of national origin discrimination because primary language is closely related to the place a person comes from. So if you are being discriminated against for using your native language, or because of characteristics having to do with that language, it may be considered the same as if you were being discriminated against because of your national origin.
This area of the law is still developing, however, so you should also consult with a local attorney for more information. Can I be asked to take an English test in order to be hired? Your employer or potential employer can test your English proficiency ability to speak or write in Englishas long as it tests all applicants.
If the employer or potential employer denies someone an employment opportunity because of English proficiency, the employer must show a legitimate, nondiscriminatory reason. Whether or not it is illegal to use the English test will depend on the qualifications of the employee, the nature of the position, and whether the employee's level of English proficiency would have a negative effect on job performance.
Requiring employees or applicants to be fluent in English may violate the law if the rule is not related to the requirements of the position or job performance, and it appears that the rule was adopted to exclude individuals of a particular national origin. The Equal Employment Opportunity Commission EEOCwhich is the federal agency that interprets and enforces the laws prohibiting discrimination, has pointed out that the degree of fluency required varies from job to job, even within the same company.
This implies that blanket fluency requirements might be illegal, for example, the level of fluency expected from the customer service department is not necessarily the same as that expected from warehouse workers.
These rules also apply when a job requires fluency in a language other than English.
For example, a company that has a substantial amount of customers who speak only Hindi could legally require that employees who interact with those customers also speak Hindi. Can my employer treat me differently for speaking with an accent?
An employer must show a legitimate, nondiscriminatory reason for denying an employment opportunity because of an individual's accent or manner of speaking.
Whether the denial is illegal will depend on the qualifications of the person, the nature of the position, and whether the employee's accent or manner of speaking harmed, or would harm their job performance. Requiring employees or applicants to be fluent in English may violate Title VII if the rule is adopted to exclude individuals of a particular national origin and is not related to job performance.Preventing Discrimination in the Workplace This paper is to examine three possible methods for assuring a non-discriminatory work environment.
Policy making and enforcement, supervisor and employee training, and zero tolerance initiatives will be discussed. This paper is to examine three possible methods for assuring a non-discriminatory work environment.
Policy making and enforcement, supervisor and employee training, and zero tolerance initiatives will be discussed. It is very critical to establish a non-discriminatory work environment for employees. Employees are afforded protection at the local, State, and Federal Government levels with specific laws which prohibit discrimination abuses and enforce current employment laws.5/5(1).
Non-Discriminatory Work Environment Paper.
diverse workplace. To decrease and eliminate discrimination and harassment practices, employers need to have both their principles and their practices understood and applied at all levels in the organization.5/5(1).
Workplace discrimination can take more open and threatening forms, which are known as workplace harassment. It occurs when an employee is made to feel intimidated, insulted, or humiliated, based on such features as race, ethnic origin, gender, physical or mental disability, or on any other characteristic specified under legislation (AHRC).
Preventing Discrimination in the Workplace This paper is to examine three possible methods for assuring a non-discriminatory work environment. Policy making and enforcement, supervisor and employee training, and zero tolerance initiatives will .