Dallas Discrimination Attorney Explains – Battling Discrimination in the Hiring Process as a Minority

Dallas, Tx, 09/23/2015 /SubmitPressRelease123/

Dallas discrimination attorney discusses labor market inequality challenges some minorities face.

Job seekers everywhere face many challenges in finding employment. Whether one is seeking a part time job, full-time employment, or temporary work, there can be barriers to getting hired for a position in a highly competitive market. Most of these challenges; however, are common issues faced by job seekers regardless of characteristics such as their gender or ethnic background. These key challenges are related to things like whether an applicant has the right skills, experience, or educational requirements, and how well they do in the interview process.

Unfortunately there are also numerous cases reported to the Equal Employment Opportunity Commission each year where individuals believe they were victims of discrimination during the job hiring process because of their status as a minority. A number of these claims prove valid, illustrating why there may be a worrisome outlook for those who fear they will have limited opportunities because of the negative attitudes and prejudices of some employers.

Recently, TIME magazine released an article about a related battle that some minority job seekers face in looking for work. According to the report, research shows that white job applicants are called back for interviews at a higher rate than African American applicants who are equally qualified. Disparities between female job applicants and male applicants have also been documented.

Source: TIME Report “How Minority Job Seekers Battle Bias in the Hiring Process”

“Discrimination in the hiring process has limited the opportunities available to both racial minorities – such as African Americans – and women, with important consequences for their well-being and careers…For example, research has shown that white job applicants receive 50% more callbacks for interviews than equally qualified African American applicants. And, in the low-wage labor market, scholars have found that African American men without criminal records receive similar callback rates for interviews as white men just released from prison. Researchers have also documented discrimination in hiring against women, with particularly strong penalties against mothers.”

To read more visit http://time.com/3970119/minority-bias-job-search/.

The article points out that past studies have focused more on discrimination against individuals in protected classes who are already employed; therefore far less has been documented about discrimination during the hiring process. However, according to Texas based employment discrimination attorney Carson Croft, it is important that job applicants know that there are legal protections for them if they face discrimination in the hiring process or at any stage of obtaining employment. The attorneys says, “too many employers are able to fly under the radar when they choose not to interview or hire someone based on their race or gender.”

According to EEOC guidelines certain hiring activities are not permissible under the law and may be punishable if found to be a violation. The agency says on its website “It is unlawful to discriminate against any employee or applicant for employment because of race or color in regard to hiring, termination, promotion, compensation, job training, or any other term, condition, or privilege of employment. Title VII also prohibits employment decisions based on stereotypes and assumptions about abilities, traits, or the performance of individuals of certain racial groups.”

Croft says there are red flags that may signal discrimination during the hiring process that minority job applicants who feel an employer may have acted unlawfully can be mindful of. These include:

• The solicitation of applicants from sources that exclude most workers of a particular race or color

• Requiring applicants to have a specific educational background that has no relation to a job position or the needs of the business

• Applicants being selectively subjected to testing that is not important for a particular type of job performance or business need

• Use of pre-employment questions about race or gender in making hiring decisions

Job seekers who have questions about their rights or legal options for filing a complaint about hiring discrimination can consult with an employment lawyer about getting help with their specific issues.

Media Contact:

Lucy Tiseo

Eberstein Witherite LLP

Phone: 866-774-5410

http://www.ebersteinwitheritediscriminationlawyers.com/

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