Racial Discrimination Examples in Specific Industries

How Bias Shows Up Where You Work

Racial discrimination doesn’t look the same in every job. It adapts. It slips into policies, hiring practices, promotions, and even customer interactions. In some industries, it’s almost baked into “how things are done.” And if you’re on the receiving end, you already know—it’s not just about one bad day. It’s about patterns that hold you back.

At Horn Wright, LLP, we’ve seen discrimination play out in New York, New Jersey, Vermont, Maine, and New Hampshire across industries big and small. NYC’s Human Rights Law cover racial bias in any workplace, from corporate offices to construction sites. New Jersey’s Law Against Discrimination gives workers extra leverage, while Vermont, Maine, and New Hampshire ban racial bias too, but each has different processes for proving it. We know how to adapt our strategy depending on the industry and the state.

Corporate Offices: The Polished Face of Discrimination

In white-collar environments, bias often hides behind professional language and “objective” performance metrics. You might hear phrases like “not the right fit” or “needs more leadership presence,” coded terms that unfairly target employees of certain racial backgrounds.

Segregation in corporate settings can mean being excluded from high-visibility projects, not being invited to key meetings, or being left out of informal networking that drives promotions. Pay inequities can also be masked by individualized “merit-based” raises that leave workers of color consistently behind. And because these environments rely so much on perception, one biased review or one exclusion from a project can have long-term career consequences.

New York Executive Law Section 296 protects you from being pushed to the sidelines under the guise of professionalism. If you’re being evaluated by shifting or unclear standards that seem to apply only to you, it’s time to question what’s really going on, and consider getting legal advice before the damage deepens.

Service Industry Patterns You Should Recognize

Service jobs, from restaurants to hospitality, —can be rife with discrimination. The problem often comes from both management and customers, and too many employers look the other way.

Workers of color might be assigned to less lucrative shifts or sections, kept out of customer-facing roles, or passed over for promotions because of unfounded “guest preferences.” Dress code enforcement often targets cultural hairstyles or attire without a legitimate reason. Tip distribution can also be manipulated, leaving certain employees shortchanged while others consistently get better-earning opportunities.

Under New York law, customer preference is never a valid excuse for discriminatory assignments. If you’re stuck with the shifts no one wants while others get prime hours, it’s worth asking whether bias is behind it, and taking steps to document exactly how those assignments are being made.

Construction and Trade Work

On job sites, discrimination can be both overt and structural. Sometimes it’s about who gets hired, but more often, it’s about who gets the better-paying, safer, or more visible jobs.

You might see crews divided along racial lines, with certain groups assigned to the dirtiest, most dangerous work while others handle skilled or supervisory roles. Apprenticeships and union opportunities can also be gatekept through informal networks that exclude people of color. Equipment training and safety certifications might also be withheld, keeping some workers from qualifying for higher-paying roles.

New York’s labor and human rights laws make it illegal to segregate workers or deny them opportunities based on race. If you’re consistently shut out of advancement in your trade, you have options, and the sooner you start gathering proof, the stronger your case can be.

Retail Industry Discrimination Examples

Retail discrimination can happen in ways both obvious and subtle. Here’s what to watch for and why it matters.

• Unequal scheduling. Workers of color might be consistently given fewer hours or scheduled for less desirable shifts without performance-related justification. This cuts directly into income and job stability.
• Promotions that never come. Even with strong performance, some employees find themselves passed over in favor of less-experienced coworkers. This stalls career growth and sends a clear message about value.
• Targeted dress code enforcement. Cultural hairstyles, head coverings, or clothing can be singled out, even when they don’t violate actual policy. This sends a signal about who “fits” the brand image.
• Racial profiling of employees. Some workers are monitored more closely for theft or misconduct based solely on race. This not only damages morale but can also create a hostile environment.

Education and Academia

In schools and universities, racial discrimination can affect both staff and faculty. It might show up in hiring, pay, promotion tracks, or classroom assignments.

Teachers of color may be funneled into less prestigious roles, denied leadership positions, or given higher disciplinary loads. Faculty might face biased student evaluations that are factored into promotion decisions without context. Access to research funding, conference opportunities, and tenure-track positions can also be disproportionately limited, often through opaque selection processes.

New York’s protections apply to public and private educational institutions. If you’re in education and facing barriers your colleagues don’t, the law is on your side, and having the right evidence can help you not only challenge the discrimination but also push for changes that benefit the next generation of educators.

Healthcare Industry Discrimination Examples

In healthcare settings, bias can harm both workers and patients. The stakes are high, and discriminatory practices can ripple far beyond the workplace.

• Unequal patient assignments. Providers of color might be given heavier caseloads or assigned patients in less desirable locations without rotation fairness. Over time, this leads to burnout and career stagnation.
• Blocked advancement. Certain specialties or leadership roles may be informally reserved for white employees, keeping others out of the pipeline. This limits earning potential and influence.
• Disparate discipline. Minor mistakes by workers of color may trigger formal write-ups, while similar errors by white colleagues are overlooked. This builds a paper trail that can be used against you later.
• Cultural competency ignored. Staff with valuable language or cultural skills may be underutilized or not compensated for those contributions. This is a missed opportunity for both the employer and the community served.

Tech and Startup Culture

The tech world likes to talk about innovation, but diversity still lags, and discrimination remains a problem. Recruiting pipelines often favor certain schools or networks, leaving out talented candidates from other backgrounds.

Once hired, workers of color may be excluded from important projects, mentorship opportunities, or leadership tracks. “Culture fit” becomes a buzzword used to reject or sideline them.

New York’s laws apply just as much to startups as to Fortune 500 companies. If the culture is keeping you from advancing, it’s not just a bad fit, it might be illegal.

You Deserve Better Than Industry-Wide Bias

No matter what industry you work in, racial discrimination can drain your energy, stall your career, and chip away at the opportunities you’ve worked hard to earn. You don’t have to accept “that’s just how it is” as an answer.

Taking action isn’t just about your paycheck, it’s about changing the conditions for yourself and those who come after you. That starts with recognizing the patterns, gathering proof, and standing firm when someone tries to excuse bias as “business as usual.”

If you’re ready to push back against unfair treatment, see how others have challenged discrimination and won. You have the right to demand better, and the power to make it happen. Contact our office today to schedule your complimentary case review.