How to Identify and Protect Against Workplace Discrimination

This article will provide guidance on How to Identify and Protect Against Types of Workplace Discrimination. Discrimination in the workplace can take various forms, each with its own nuances and legal considerations. Understanding these can help individuals recognize and address discrimination effectively. Here’s an overview of the primary types of workplace discrimination and the legal protections against them. Click here to watch our introduction video.

A. Types of Discrimination

Direct Discrimination

Direct discrimination occurs when an individual is treated less favorably than others due to characteristics such as age, race, religion, sex, or beliefs. This form of discrimination is overt and clear, based on prejudiced views or stereotypes. Click Here for Frequently Asked Questions About Process Servers!

Indirect Discrimination

Indirect discrimination involves policies or practices that, while not intended to be discriminatory, disproportionately disadvantage individuals with certain characteristics. This form is subtler, often manifesting through micro-aggressions or institutional biases. Click here for information on How Rush Process Service Can Expedite Your Case.


Harassment is an overt form of discrimination that violates an individual’s dignity through bullying or inappropriate behavior. It aims to create a hostile work environment for the victim, based on unwanted conduct related to a relevant protected characteristic. Click here for information on How Process Servers Protect Your Rights: Myths Debunked


Victimization occurs when an individual is treated unfairly for reporting discrimination, participating in a discrimination investigation, or opposing discriminatory practices. This can lead to being labeled a ‘troublemaker’ and adversely affect one’s career. Click here for information on How To Identify A Good Process Service Agency

Age Discrimination

The Age Discrimination in Employment Act of 1967 protects individuals 40 years and older from employment discrimination based on age. It prohibits both direct and indirect age-related discrimination.

Disability Discrimination

The Americans with Disabilities Act (ADA) and the Rehabilitation Act protect qualified individuals with disabilities from unfair treatment. These laws require employers to provide reasonable accommodations and prohibit discrimination across all employment practices.

Sexual Orientation and Gender Identity

Following the landmark cases of Bostock v. Clayton County and R.G. & G.R. Harris Funeral Homes Inc. v. EEOC, discrimination against LGBTQIA+ individuals in employment settings is illegal under Title VII of the Civil Rights Act of 1964.

Parental Status

The protection extends to individuals caring for a child, including those seeking custody or adoption. The Civil Service Reform Act of 1978 also protects against discrimination based on marital status or parental responsibilities in the federal workforce.

Religious Discrimination

Title VII of the Civil Rights Act of 1964 requires employers to accommodate employees’ religious practices unless doing so would impose an undue hardship on the business.

National Origin

Title VII also protects individuals from discrimination based on national origin, which includes unfair treatment due to birthplace, ancestry, culture, or linguistic characteristics.

Pregnancy and Maternity

The Pregnancy Discrimination Act amends Title VII, prohibiting discrimination based on pregnancy, childbirth, or related medical conditions. It requires employers to treat pregnancy as they would any other temporary disability.

Sexual Harassment

Sexual harassment, including quid pro quo harassment and the creation of a hostile work environment, is prohibited under Title VII. Employers are required to take measures to prevent and address harassment.

Race and Color-Based Discrimination

Discrimination based on race or color is illegal under Title VII, which protects against both direct and indirect forms of racial discrimination.

Sex-Based Discrimination

Treating someone unfavorably because of their sex, including gender identity and sexual orientation, is prohibited under Title VII. This includes discrimination against individuals who do not conform to traditional gender norms.

Discrimination on the Basis of Retaliation

Retaliation against an individual for filing a discrimination complaint, participating in an investigation, or opposing discriminatory practices is illegal. Protection against retaliation is crucial for enforcing anti-discrimination laws.


Workplace discrimination, in its various forms, is not only harmful but also illegal. Understanding these distinctions and the protections available can empower individuals to stand against discriminatory practices and foster a more inclusive work environment. If you found this article helpful, kindly consider leaving us a review. Click the link to share your feedback, and we would greatly appreciate a five-star review.


New York: (212) 203-8001 – 590 Madison Avenue, 21st Floor, New York, New York 10022
Brooklyn: (347) 983-5436 – 300 Cadman Plaza West, 12th Floor, Brooklyn, New York 11201
Queens: (646) 357-3005 – 118-35 Queens Blvd, Suite 400, Forest Hills, New York 11375
Long Island: (516) 208-4577 – 626 RXR Plaza, 6th Floor, Uniondale, New York 11556
Westchester: (914) 414-0877 – 50 Main Street, 10th Floor, White Plains, New York 10606
Connecticut: (203) 489-2940 – 500 West Putnam Avenue, Suite 400, Greenwich, Connecticut 06830
New Jersey: (201) 630-0114 – 101 Hudson Street, 21 Floor, Jersey City, New Jersey 07302
Washington DC: (202) 655-4450 – 1101 Pennsylvania Avenue, N.W. Suite 300, Washington DC 20004


Pick up the phone and call Toll-Free (800) 774-6922 or click the service you want to purchase. Our dedicated team of professionals is ready to help you out. We can handle all your process service needs;  For information on, What is a Process Server, Click Here!

Please feel free to contact us for more information about our process-serving agency. We are ready to provide service of process to all our clients globally from our offices in New York, Brooklyn, Queens, Long Island, Westchester, New Jersey, Connecticut, and Washington, D.C.

“Quality is never an accident; it is always the result of high intention, sincere effort, intelligent direction, and skillful execution; it represents the wise choice of many alternatives” – Foster, William A


The information contained herein has been prepared in compliance with Section 107 of the Copyright Act. Fair use is a legal doctrine that promotes freedom of expression by permitting the unlicensed use of copyright-protected works. The articles/Images contained herein serve as criticism, comment, news reporting, teaching, educational, and research-as examples of activities that qualify as fair use. Undisputed Legal Inc. is a Process Service Agency and “Not A Law Firm” therefore the articles/images contained herein are for educational purposes only, and not intended as legal advice.