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2. Equal Employment Opportunity Commission - Wikipedia

   en.wikipedia.org/wiki/Equal_Employment...

   [3]: 12, 21 The EEOC investigates discrimination complaints based on an individual's race, color, national origin, religion, sex (including sexual orientation, pregnancy, and gender identity), age, disability, genetic information, and retaliation for participating in a discrimination complaint proceeding and/or opposing a discriminatory practice.

3. Most workplace discrimination goes unreported. Here's ... - AOL

   www.aol.com/most-workplace-discrimination-goes...

   If an EEOC complaint is found to be valid, both parties are issued a letter of determination stating that there is reason to believe that discrimination occurred, the EEOC's site explains.

4. Discrimination - Wikipedia

   en.wikipedia.org/wiki/Discrimination

   Regional or geographic discrimination is a form of discrimination that is based on the region in which a person lives or the region in which a person was born. It differs from national discrimination because it may not be based on national borders or the country in which the victim lives, instead, it is based on prejudices against a specific ...

5. Employment discrimination - Wikipedia

   en.wikipedia.org/wiki/Employment_discrimination

   Employment discrimination is a form of illegal discrimination in the workplace based on legally protected characteristics. In the U.S., federal anti-discrimination law prohibits discrimination by employers against employees based on age , race , gender , sex (including pregnancy , sexual orientation , and gender identity ), religion , national ...

6. Black entrepreneurs and DEI efforts face complaints and ... - AOL

   www.aol.com/news/black-entrepreneurs-dei-efforts...

   Just months after the Supreme Court struck down affirmative action in higher education, conservatives have set their sights on a new target: initiatives meant to close racial disparities in business.

7. Disparate treatment - Wikipedia

   en.wikipedia.org/wiki/Disparate_treatment

   [3] [4] If an employer met its burden by showing that its practice was job-related, the plaintiff was required to show a legitimate alternative that would have resulted in less discrimination. [5] Twenty years after Griggs, the Civil Rights Act of 1991 was enacted. The Act included a provision codifying the prohibition on disparate-impact ...