Los Angeles Racial Discrimination Lawyers
Fighting for Victims of Race Discrimination in the Workplace
Race discrimination in the workplace is a serious and ongoing problem in the United States. Despite California's strict employment laws and broad worker protections, Los Angeles is no exception. Discriminatory employers continue to subject workers to unfair, unlawful, and adverse employment actions simply because of their race.
If you have experienced racial discrimination at work, you may be entitled to compensation.
At Nosrati Law, we exclusively represent employees, not employers. Our firm was built on the belief that every employee deserves equal opportunities in the workplace, and we have spent decades fighting to make that a reality for our clients. If you are a victim of racial discrimination, harassment, or retaliation, you deserve a legal team that will fight for you.
Proven Results in Race Discrimination Cases
Why Workers in Los Angeles Trust Nosrati Law
- 40+ years of combined experience representing employees in employment law claims.
- A record of significant recoveries, including multi-million-dollar settlements and verdicts.
- Award-winning attorneys who have been named among the top employment lawyers in California.
- Contingency fee representation, meaning you won't pay for our help unless we win your case.
Call (323) 784-0643 for a free consultation with our racial discrimination attorneys in Los Angeles.
What Can Racial Discrimination by an Employer Look Like?
Under both California and federal law, employers are prohibited from making employment decisions based on race, ethnicity, color, or characteristics associated with race. Racial discrimination can be overt or subtle, and it can affect employees and job applicants at every stage of employment.
Examples of racially discriminatory conduct may include:
- Refusing to hire a qualified job applicant because of their race or complexion
- Making decisions about hiring, firing, training, promotions, job assignments, pay, compensation, or benefits based on race
- Treating an employee unfavorably because of their association with a person of a certain race or color
- Applying workplace policies that disproportionately and unnecessarily disadvantage employees of a particular race
- Paying two equally qualified employees different wages based on race
- Excluding an employee from workplace opportunities, projects, meetings, or activities on the basis of race
- Making employment decisions based on assumptions or stereotypes about a racial group
- Creating or tolerating a workplace environment that employees of a particular race experience as hostile or threatening
Real-World Examples of Racial Discrimination in the Workplace
If any of the following situations sound familiar, you may be a victim of racial discrimination:
Understanding Title VII of the Civil Rights Act
Title VII of the Civil Rights Act of 1964 is one of the most significant federal laws protecting employees from racial discrimination in the workplace. Title VII prohibits employers from discriminating against employees and job applicants on the basis of race, color, national origin, sex/gender, or religion.
It is important not only for individuals to know their rights but for employers to understand and abide by the laws that protect employees. Title VII is very specific in the way it outlines protections for employees, covering every stage of the employment relationship, from hiring and training to compensation, promotion, and termination.
Title VII also makes it unlawful for an employer to create or tolerate a hostile workplace environment, or to implement policies that have a distinct and unjustified disparate impact on employees of a certain race.
How Do You Prove Racial Discrimination?
Under the law, an employee does not need to show that race was the only motivating factor behind an adverse employment action. A termination or other negative employment decision is legally wrongful if race played any part in it, even alongside otherwise legitimate reasons.
Employers are often quick to offer a legal-sounding justification for their actions, but our job is to examine whether that justification holds up to scrutiny. Proving racial discrimination requires a strategic, evidence-driven approach, and that work begins the moment you contact our racial discrimination lawyers in Los Angeles.
Types of Evidence in Racial Discrimination Cases
- Direct evidence: Statements, written communications, or conduct by a supervisor or decision-maker that explicitly reflects racial bias or discriminatory intent.
- Indirect evidence: Proof that the employer's stated reason for the adverse employment action was false, inconsistent, or simply did not make sense. For example, an employer who claims a position was eliminated due to a lack of work but hired a replacement employee of a different race around the same time.
We also look closely at whether there is a broader pattern of other employees who share the same protected characteristics being subjected to similar treatment. With 40+ years of combined practice experience handling employment discrimination cases, we know where evidence lives, how to preserve it, and how to present it in the most compelling way possible.
Statistics on Racial Discrimination in the Workplace in California
Many studies have shown that when it comes to simply getting an interview for a job, individuals who happen to have “African-American-sounding” names are far less likely to be called for an interview than those with names that sound Anglo.
When a person searching for work has a name that is perceived to be “white,” it is reported that they typically hear back from about one out of every ten companies with which they have applied. When looking at the same studies among job-seekers with names that “sound black,” those individuals only get a call from an average of one in every fifteen prospective employers.
Once a person has been hired, there is the question of money. Statistically speaking, a person of color will be paid far less money than a white colleague at the starting level for the same position at the same company.
Learn More About Your Options with a Free Case Review
If you feel that you have experienced racial discrimination at a job interview or while employed, take the necessary steps to seek compensation by contacting a Los Angeles racial discrimination lawyer at Nosrati Law.
Swift legal action against your discriminatory employer can be crucial in these types of cases. Delays can make it more difficult to preserve important evidence, identify witnesses, and meet strict legal deadlines that may apply to your claim. By speaking with an attorney as soon as possible, you can gain a clearer understanding of your rights and the options available to you.
Whether the discrimination involved hiring practices, workplace harassment, unequal pay, wrongful termination, or retaliation for reporting misconduct, we are prepared to advocate on your behalf. You do not have to face this situation alone. We can help you gather documentation, communicate with your employer, and pursue claims through the appropriate legal channels.
Common Questions
About Racial Discrimination Claims
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What should I do if I am facing racial discrimination?
The first step is to keep a detailed record of every instance of racial discrimination you experience or witness in your workplace. Document dates, times, locations, what was said or done, and who was present. Report these events to your employer through whatever internal process they have in place. If there is no mechanism for reporting, or if nothing is done after you report, contact a Los Angeles race discrimination attorney as soon as possible.
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Do racist actions need to be blatant, or can they be subtle?
Racial discrimination can be subtle. Backhanded comments, differential treatment, and exclusionary behavior can all constitute discrimination depending on the circumstances. Being treated differently because of the race of your spouse or the people you associate with is another recognized form of racial discrimination. What matters is whether race, directly or indirectly, was a motivating factor in how you were treated.
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Do I have to be an employee at the business for Title VII to apply?
No. Title VII protections apply during the hiring process as well. It is illegal for an employer to ask questions related to the race, color, or national origin of a job applicant during an interview. If you experienced racially charged questioning or conduct during an interview, even if disguised as a compliment or casual conversation, that may constitute a violation of the law.
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How does Title VII define race discrimination?
Title VII prohibits a wide range of race-based conduct, including being refused employment, denied promotions, subjected to harsher disciplinary actions than colleagues of a different race, paid less for performing equal work, or terminated on the basis of race. It also makes it unlawful for an employer to create or tolerate a racially hostile work environment, or to implement policies that have a discriminatory impact on employees of a particular race.
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Should I hire a race discrimination attorney?
The simplest way to determine whether you have a viable claim is to speak directly with an experienced employment attorney. Many factors, including where you work, the nature of the discriminatory conduct, the timeline of events, and applicable statutes of limitations, will influence the strength and direction of your case. A qualified attorney can evaluate all these factors and advise you on the best course of action.
Meet Our Team
Exclusively Employment Law. Exclusively for Employees.
Our Satisfied Clients
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“In a world of employment attorneys who do a disservice to their profession, Omid consistently bucks this trend and prosecutes only the cases he believes in and clients that he trusts.”- Industry P.
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“They had excellent communication skills, had great attention to my case, responded quickly, attentive and kept me updated at all times during the long process.”- Former Client
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“Not only was he able to defend me from wrongful termination, his calm and empathetic demeanor offered emotional succor to myself and those I care about most.”- Former Client
