In 1965, President Lyndon Baines Johnson, a fellow Texan, signed the Civil Rights Act, which prohibited employers from discriminating against employees or applicants on the basis of race, sex, or national origin, among other things. A few years later Texas adopted a similar state statute to combat the evils of illegal discrimination. Unfortunately, some employers, (or individual supervisors), have either ignored or become indifferent to these statutes. Some employers, especially those that still implement outdated tests, rules and procedures, do not even realize they are violating the law. In addition, some well-intentioned employers, in their zeal to comply with the law or to overcome past discriminatory practices, violate the law by engaging in reverse discrimination.
Most people know that the discrimination laws prevent race discrimination, but illegal discrimination based on color or national origin is less well known. Basically, color discrimination prevents an employer from discriminating against an employee or applicant based on the color of the person’s skin, which could occur when favoritism is given to persons with a different skin color, even if they are of the same race. National-origin discrimination is just as it implies, discriminating against persons because their ancestors are, or are not, from a certain nation of the world. Although these types of discrimination are less prevalent, the laws of this country provide protections for these wrongdoings as well.