Hiring decisions should be based on qualifications, experience, and merit. Unfortunately, that’s not always what happens. Fortunately, your Washington, D.C. employment discrimination lawyer can help.
At Eric Siegel Law, we’ve been helping our clients for over 30 years. Our team is ready to use our legal experience to help you, next. Read on to learn more about how to challenge biased hiring, and contact us today.
Hiring Discrimination Still Happens
Even with equal opportunity policies in place, people still report being passed over because of their race, gender, age, disability, religion, or other protected status. Some employers may not realize their hiring practices have a pattern of bias. Others may knowingly allow discrimination to shape their decisions. For job seekers, this can lead to feelings of frustration and discouragement, especially after repeated rejections that don’t seem to make sense on paper.
Federal and state laws prohibit hiring discrimination. When an employer favors one group over another in a way that can’t be explained by qualifications or performance, it may be time to take a closer look. Whether it’s a company that consistently avoids hiring older applicants or one that seems to skip over resumes with certain ethnic names, these patterns may be legally actionable.
Bias Can Show Up In Subtle Ways
Most employers won’t openly say they’re making decisions based on someone’s background. Bias in hiring often shows up in ways that are harder to prove, like consistently rejecting candidates from certain demographic groups, asking inappropriate questions during interviews, or relying on “gut feelings” when selecting final candidates.
Job postings themselves can be problematic. A listing that uses gendered language or makes assumptions about age or physical ability can discourage people from applying. When hiring panels lack diversity, they may unconsciously favor candidates who look or sound like them. These issues are often brushed off as “cultural fit,” but that kind of reasoning can easily be a cover for discriminatory decisions.
How Candidates Can Respond
If you suspect you were passed over because of discrimination, it helps to keep records. Save emails, job descriptions, and any notes from interviews. If you notice a pattern of biased behavior—like being asked about family plans, hearing inappropriate comments, or seeing certain groups excluded from the hiring process—that information could be useful down the line.
You can also look at the company’s public track record. Does it have a diverse workforce? Are there any prior complaints? Has it posted statements about its hiring values, and do those values show up in practice?
Legal Options May Be Available
Federal laws like Title VII of the Civil Rights Act, the Age Discrimination in Employment Act, and the Americans with Disabilities Act all offer protection during the hiring process. Depending on the situation, state laws may provide additional coverage.
If a company has shown a pattern of biased hiring, or if you were treated unfairly during the interview process, it may be possible to file a complaint with the Equal Employment Opportunity Commission (EEOC) or a state agency.
We’re Here To Talk If You Need Us
At Eric Siegel Law, we help people take a stand when hiring practices cross the line. Our legal experience ranges from civil rights to wage and hour claims, and we’re ready to help you next. Contact us today, and see how our team can help.