Overview: Employers should be aware that Title VII and various state and local laws prohibit employee discrimination against an individual based on the individual's national origin or ethnicity.
National origin harassment may involve making offensive jokes, using demeaning names, using slurs, stereotypes and epithets, and imitating an individual's accent.
Employers should take all necessary steps to eliminate national origin harassment by instituting a workplace policy that national origin harassment is strictly prohibited. Further, the employers should make sure that there is an adequate complaint system in place so employees know how to bring a complaint.
In addition, employers should promptly respond to and address all complaints and take remedial action if needed.
Trends: In the aftermath of September 11th, national origin harassment has increased - a significant number of Muslim and Arab employees have experienced harassment in the workplace based on their ethnicity.
In addition, the EEOC has recently indicated that it is willing to pursue illegal harassment of vulnerable farm workers especially in light of the fact that such workers are seasonal immigrants and migrant workers who may not understand the English language and who may be unfamiliar with the protections afforded to workers under federal and state law.
In November 2016, the EEOC released updated Enforcement Guidance on National Origin Discrimination covering various issues such as job segregation, human trafficking, language fluency requirements and English-only policies and harassment.
Author: Beth P. Zoller, JD, Legal Editor
XpertHR offers many tools and resources to help an employer prevent and address national origin discrimination.
This How To details the steps a prudent employer should take to handle a complaint of discrimination based on national origin.
HR guidance on addressing national origin harassment and creating a more tolerant and diverse workforce.