Let’s be real for a second—talking about race at work makes people uncomfortable. But avoiding the topic doesn’t make the problem go away. Racial discrimination in the workplace is still very real, even in 2025. Maybe it doesn’t always look like the outright name-calling of decades past, but it’s there. It’s in the subtle microaggressions. It’s in the missed promotions. It’s in the way you’re spoken over in meetings or how your ideas suddenly become brilliant once someone else repeats them.
If any of this sounds familiar, you’re not imagining things. And yes, you have rights.
What Racial Discrimination at Work Really Looks Like
Before we dive into your legal options, let’s talk about what racial discrimination in the workplace actually looks like today. It’s not always easy to spot. Sometimes it’s blatant—like being called a slur or being told you’re “not a good cultural fit” during a job interview. Other times, it’s subtle. Think repeated “jokes” about your accent. Or being passed over for client-facing roles because “your look doesn’t match the brand.”
The thing is, racial bias can be woven into the everyday culture of a company. When your coworkers don’t include you in lunch invites, or your boss consistently gives higher-profile projects to people who look different than you—these things add up. And over time, they wear you down.
The Legal Definition of Workplace Racial Discrimination
So, how does the law define it? In the U.S., racial discrimination in the workplace is illegal under Title VII of the Civil Rights Act of 1964. This law makes it unlawful to discriminate against someone based on their race, color, or national origin in any aspect of employment—hiring, firing, promotions, pay, job training, and more.
And yes, it covers both direct and indirect discrimination. That means even if your boss says they’re not racist but consistently favors one racial group over another, that could still count. It doesn’t have to be intentional to be illegal. Impact matters, not just intent.
Common Forms of Racial Discrimination You Should Know About
There’s no one-size-fits-all way that discrimination happens. But here are a few forms that pop up way more often than they should.
One big one? Hiring bias. Applicants with ethnic-sounding names get fewer callbacks, even with identical resumes. Then there’s pay discrimination, where people of color earn less than their white counterparts for doing the same job. Another major issue is hostile work environments—where racial jokes, slurs, or just plain ignorance are tolerated (or worse, encouraged).
Then there’s the more insidious stuff—exclusion from opportunities. Like not being considered for leadership development programs or plum assignments because someone decided you wouldn’t “gel with the team.”
And don’t even get started on retaliation. Speak up about discrimination, and suddenly your performance reviews tank, or you’re laid off during the next “restructure.” That’s illegal too, by the way.
What To Do If You’re Facing Racial Discrimination
If you’re reading this and nodding your head, wondering what your options are—you’re not alone. Here’s what you can do if you suspect racial discrimination in the workplace.
First, document everything. I know, it’s tedious. But write down dates, times, what was said or done, and who was present. Keep emails, texts, performance reviews—anything that supports your case.
Next, if you feel safe doing so, report the behavior internally. Go to HR or use your company’s formal complaint process. You’re giving them a chance to fix the issue, and you’re creating a paper trail. If nothing changes—or if things get worse—then it’s time to take things further.
That’s when you contact the Equal Employment Opportunity Commission (EEOC) or your state’s human rights agency. They can investigate and even help you file a lawsuit if necessary. Oh, and retaliation for reporting? That’s also protected. So if your boss suddenly demotes you after you file a complaint, they’re breaking the law again.
You Deserve More Than Survival
Here’s the hard truth: a lot of people stay silent because they think they won’t be believed. Or they worry about being labeled “difficult” or “angry.” That fear is valid—especially for folks who are already marginalized. But hear this: you are not the problem. The system is.
Racial discrimination in the workplace isn’t just some HR buzzword. It affects real people’s mental health, confidence, careers, and even finances. You shouldn’t have to work twice as hard to be seen as half as good. You shouldn’t have to constantly police your tone or presentation just to avoid being stereotyped. And you definitely shouldn’t have to put up with racist jokes to keep a paycheck.
You deserve to work in a space that respects and values you. Period.
Moving the Needle – What Companies Should Be Doing
Let’s flip the script for a second. Companies, if you’re listening—stop waiting for a lawsuit to care about this. Creating a diverse and inclusive workplace isn’t just a “nice to have.” It’s basic decency. And it’s smart business too.
This means more than just posting a black square on Instagram or adding “DEI” to your mission statement. It means hiring people of color, promoting them, listening to them, and actually fixing broken systems. It means holding people accountable—not just the junior employee who said something offensive, but the manager who enabled it.
And if you’re a bystander, speak up. Staying silent doesn’t make you neutral. It makes you complicit.
Final Thoughts: You’re Not Alone, and You’re Not Powerless
Here’s the thing—racism is a systemic issue, but that doesn’t mean we’re powerless to fight it. If you’re dealing with racial discrimination in the workplace, you have rights. And you have the right to speak up, to seek justice, and to work in an environment where you feel safe and respected.
It’s not easy, and the road might be bumpy. But don’t let anyone gaslight you into thinking your experience doesn’t matter. It does. And change doesn’t happen overnight, but it starts with truth-telling—yours.
So keep talking. Keep pushing. And remember: you deserve better, not just legally—but as a human being.
You’ve got this.