There are certainly some cases in which racial discrimination in the workplace is overt. If an employer says that they will only hire people with a certain ethnic background, for example, this is illegal and a violation of those employees’ rights.
However, issues like this have become far less common in the United States. Employers understand that this type of overt discrimination is prohibited. That said, there are often more subtle types of discrimination and harassment, referred to as microaggressions.
Assumptions and stereotypes
Often, microaggressions are the result of assumptions that people make about those with other racial backgrounds, often falling in line with common stereotypes.
For example, an employer may assume that a Caucasian employee has a higher level of education than an employee who is an ethnic minority. They may assume that an employee with certain facial features and characteristics is not going to be able to speak proficient English.
In some cases, microaggressions are actually framed as compliments, even though they are insulting and can create a hostile work environment.
If someone tells you that they are surprised that you speak such good English, based just on your physical characteristics, it demonstrates an underlying level of racial discrimination or prejudice. You may have spoken English all of your life and may have a higher level of education than the other person, but they are just basing their observation on stereotypes that they believe about people with a similar racial background.
Considering your legal options
It is important to look out for microaggressions and other subtle signs of harassment or discrimination. If you believe you are being discriminated against based on a protected class like race, color, national origin and more, be sure you know exactly what legal options you have available to you. Speaking with a skilled legal team can provide valuable clarity.