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2 forms of discrimination you might not recognize

On Behalf of | Jan 19, 2025 | Workplace Discrimination

Most people have some understanding of when something at work could constitute harassment. For example, they are likely aware that one colleague calling another a racist term amounts to harassment. The same with a manager leering over the pretty new secretary and suggesting he could see to it that she gets a promotion.

Yet many things are less clear to people. They might feel uncomfortable with them, but be uncertain whether or not they amount to harassment.

Updated guidance

The US Equal Employment Opportunity Commission (EEOC) recently updated its guidance in an attempt to clarify people’s uncertainties and reduce the chance that harassment slips through the gaps. It clarifies that harassment can be:

1. Intraclass

When a straight person persecutes a gay person for being gay, most people know that is harassment. What about a gay person harassing another gay person for their queerness or being “too gay” acting? The EEOC has made clear this too is harassment. So, too someone with a disability harassing another person because of their disability. The perpetrator sharing the protected characteristic with the victim does not stop their actions from being harassment.

2. Intersectional

Have you ever heard someone say something like, “It’s not all of them? Just the ones above a certain age.” Or, “It’s not all of them, just the women.” Intersectional harassment is when it is based on a cross-section of characteristics. For example, not just because they are Black, but because they are a Black woman. Or not just because they are Korean, but because they are an older Korean.

If you are unsure whether someone’s actions qualify as harassment, it may be helpful to find out more about the definitions of harassment and your options to deal with it.