Types of Discrimination in the Workplace (and Why You Shouldn’t Let It Slide)

Let’s cut the fluff. You already know discrimination in the workplace exists. And, unfortunately, probably more often than most companies want to admit. If you’re here, reading this, there’s a chance that you (or someone you care about) is either dealing with it or trying to figure out if what’s happening is even legal. Spoiler: a lot of it isn’t.

At In Motion Law, we don’t do sugar-coating. Our lawyer does legal firepower. In this blog, we’ll break down the main types of workplace discrimination and discuss what they look like in real life (not just legal textbooks), why they matter, and what you can actually do about it.

Workplace Discrimination: What Types of Discrimination Are There?

Below are the most common types we see at In Motion Law. And trust us, we’ve seen a lot. If any of this sounds familiar, it’s time to stop wondering and start acting.

1. Racial Discrimination

Yes, it’s still happening in 2025. And it’s not always someone yelling slurs in the break room (though sometimes it is). More often, it looks like a qualified employee being passed over for promotions, excluded from meetings, or micromanaged into burnout while their white colleagues are treated like royalty for doing the bare minimum. Why? Because of their race.

Under Title VII of the Civil Rights Act, that kind of nonsense is illegal. If your skin color is determining your paycheck, career growth, or how you’re treated at work, you’ve probably got a case. And our lawyer at In Motion Law is here to help you with it.

2. Gender and Sex Discrimination

Equal work should mean equal pay. If a woman is doing the same job as a man, with the same experience, same hours, same results, but making less? That’s sex discrimination right there.

But it’s not just about pay. It’s about being taken seriously. It’s about being sidelined after maternity leave. It’s about being told you’re “too assertive” while your male coworker is “a natural leader.” If you’re being penalized because of your gender or perceived gender, that’s not just offensive. It’s illegal. And yes, this applies to men and nonbinary people too.

3. Age Discrimination

Here’s the reality: if you’re over 40 and you suddenly find yourself getting shoved out the door with a suspicious “restructuring” while a 22-year-old with no experience takes over your role, that’s not just bad luck—it might be age discrimination.

The Age Discrimination in Employment Act (ADEA) has your back, but you need to recognize when your age is being used as a weapon against you. Bonus tip: If someone in HR used the phrase “we’re looking for fresh energy,” your alarm bells should be going off.

4. Disability Discrimination

Employers are legally required to provide reasonable accommodations for employees with disabilities. That includes things like flexible schedules, modified workspaces, and assistive technologies.

What they can’t do is pretend your wheelchair is an inconvenience. Or write you off because you’re neurodivergent. Or ignore your doctor’s notes.

If your employer is making it harder for you to do your job because of your disability (instead of working with you), you’re probably dealing with discrimination under the Americans with Disabilities Act (ADA).

5. Religious Discrimination

You don’t need to check your religion at the door just to earn a paycheck. Employers are required to accommodate religious practices (e.g., time off for holidays, dress code exceptions, and prayer breaks), unless doing so would cause undue hardship.

That’s legal speak for “if it’s not going to cost them an arm and a leg, they need to make it work.” If they don’t even try? That’s discrimination.

6. Sexual Orientation & Gender Identity Discrimination

Since 2020, thanks to the Supreme Court’s decision in Bostock v. Clayton County, it’s officially illegal to fire someone just because they’re LGBTQ+.

Yet here we are. Still dealing with “jokes” in the break room, sudden firings, missed promotions, and hostile work environments that drive LGBTQ+ employees out of their jobs.

If your employer is judging who you are outside of work more than how you perform at work, you have every right to fight back.

So What Do You Do About It?

Here’s where it gets real. You can keep hoping your employer does the right thing (but, hey, they probably won’t), or you can talk to a real attorney who knows how to hit back, both legally and strategically.

That’s where In Motion Law comes in. We don’t just file complaints and cross our fingers. We fight. We push. We hold employers accountable. Whether it’s through negotiation, EEOC filings, or a full-blown lawsuit, we’ll help you figure out your next move. And make sure it’s one that actually gets results.

Contact In Motion Law today for a consultation. We’ll listen. We’ll believe you. And we’ll help you make them pay attention. Get in touch now by calling at 619-693-8336.

Source:

supremecourt.gov/opinions/19pdf/17-1618_hfci.pdf