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What to Say to the EEOC About Job Discrimination Based on Race

Guidance on reporting racial discrimination in hiring to the EEOC.

Read this first: Receipts.law is not a law firm and this is general legal information, not legal advice. It does not create an attorney–client relationship and does not tell you whether you have a claim. Employment law varies by state and by the facts of each case — only a licensed attorney in your jurisdiction can evaluate your situation.

Understanding Your Rights

If you believe you were not hired due to your race, you may have a claim under Title VII of the Civil Rights Act of 1964, which prohibits employment discrimination based on race, color, religion, sex, or national origin.

Filing a Charge with the EEOC

To report your experience to the EEOC, you should file a charge of discrimination. This can typically be done online, by mail, or in person at your local EEOC office. In your charge, clearly state that you believe you were not hired because of your race, and include details such as the job you applied for, the date of your application, and any communications you had with the employer.

What to Include in Your Charge

Be specific about how you believe your race was a factor in the hiring decision. Mention any evidence you have, such as statements made by the employer or discrepancies in the hiring process. If you know of other candidates who were hired and are of a different race, include that information as well.

Next Steps After Filing

Once you file your charge, the EEOC will investigate your claim. They may contact you for more information and will also reach out to the employer for their side of the story. Be prepared to provide any additional information they may request.

Seeking Further Assistance

Consider consulting with an attorney who specializes in employment law for additional guidance on your situation. They can help you understand your rights and the potential outcomes of your claim.

Disclaimer: Receipts.law is not a law firm. This is general legal information, not advice, and is not a substitute for consulting a licensed attorney in your state. Statutes, deadlines, protected categories, and remedies vary by jurisdiction and the specific facts. Any case names are cited only for what the court actually held; nothing here predicts how a court would rule on your facts. Consult an attorney before acting.