I've been jobless for 2months. There isn't a better candidate who love to work hard. The problem is you companies determine who you hire by not the work they can do, but by recent job history, etc. They really have people out here that are great employees and Im trying to get my life back on track and really are hard workers but you companies will never know because you won't give anyone a chance. I can't speak for everyone else but I have three little girls, I just got my license back valid and still can't get a job for what reason; unknown. But I appreciate you guys reviewing my application and I will continue looking. I am a hard-working great person who love to work and it's really trying his best to provide for his family. Maybe I shouldn't have put my ethnicity.

Hi , I just moved here in South Carolina like a month now and since I have been looking for a job and its very hard and not to mention I don't know if they think just because I ain't American or something but when they call me in for an interview and at the end of the interviews there's always something like NO SHIFT THAT I WAS LOOKING FOR or WE WILL CALL YOU IF WE HAVE ANYTHING or WE ARE LOOKING FOR MORE EXPERIENCE . And I was like miss I have 5 years working in a warehouse aint that enough ? I even gave her my resume . But still not enough . So if somebody knows or could help me find myself one I appreciate it . Thank You !

Nobody hires old people home $55 only hire very discouraging

I been at my job as a banquet server at hotel for about 2 years. I been having trouble with dishwasher I feel he been targeting me and he been calling me names in spanish which i understand. Its offensive and discriminating. Any ideas what I should do.

My name Is Rene I have been working for this company for 3 years . I came in as a shift manager within 6 months I became an Assistant manager . My work ethics is Superb I dont call out. I have learn so much , but my GM is not a good GM he is racist on the low , also favoritism, Undermining, Cursing and Firing for personal reasons, love hiring nothing but young females. I do most of the stuff in the store. Had a meeting withthe GM and The DM and he try to make look like a fool at the same . Im going to quit when i go vacation in a month. Stressing me out taking me away from my young child all the time . Have been academic probation twice due to working all different types of shifts to were im to tired to do anything. I have no life cause of this job making feel depress ...

I see a lot of replies and posts that reference a perception of discrimination in the job market. I have personally experienced discrimination 4 times that is verifiable. This has severely impacted my ability to find quality work based on the metrics and standards used by companies to screen candidates, I have seen a decrease in request for interviews and a high number of "we appreciate the time and effort you put into the hiring process. However, we are going in a different direction and you are no longer under consideration" responses. This experience has created a struggle that I wanted to share and discuss in an open format because reading through some of the experiences on this site has empowered me to know that I'm not alone. Hopefully this discussion remains positive and open. I will discuss the first 3 incidents of discrimination. However, this last incident is with the EEOC and based on finding will go to litigation and for that reason I will only discuss generically the details of that case.

First Incident: I am a veteran and was serving in the reserves when I took a position as a sales support engineer designing motors to fit applications for the sales team. The company hired me at a military hiring conference and knew that I was a veteran and a reservist. When the company made the offer, I was about to have my annual training (AT) in a few weeks and I gave the company the option of my start date being after AT. They stated they supported my service and that I would be paid during my training. I thanked them for their support and explained that since I was paid by the military during my training that providing compensation was not expected, but that the support was appreciated. I began on the date they selected and attended my training. When I returned the branch senior manager called me to his office and explained that he now expected me to use my vacation time during my training because training for 2 weeks out of the year and having 2 weeks of vacation would be too much time away from the office. I explained to him that personal time off such as vacation was still necessary for rest and recovery during the year and that for this reason I am under no obligation to use my vacation time to supplement time away for military service, but that equally he was under no obligation to pay me for that time away and he could use those funds to hire a temporary employee to fill my role. I then contacted my Employer Support for Guard and Reserve team and had them explain that this information was accurate. I received a call from the advocate who told me "that is the most obstinate individual he'd ever worked with". I was then summoned to his office and terminated being given a reason for discharge as use of profanity within 24 hours of the advocate's discussion with him. I live in a "right to work" state and proof of violation was not required, but it was a clear circumvention of my protected status. I chose to move on and find a better job, but this would prove to be the wrong choice. Explaining employment that lasted less than 3 months became a challenge and I began being "screened out" by prospective employers.

Second Incident:
I was a newly diagnosed late onset Type 1 diabetic. My blood sugar was not quite under control. I was still learning to manage and control blood glucose, but I was not impaired in performing my functions. I went to the bathroom a lot at the time but I still exceeded expectations and had a case closure rate that was 4 times the rest of the team's closure rate. I was underemployed for this role so I was able to more quickly able to diagnose and resolve issues. I shared my knowledge and helped my team and had their respect not envy. I used my military background to lead and empower and many current leaders found this as a threat though I never usurped or challenged their authority. However, they targeted my frequent trips to the bathroom as an issue and called me in to discuss it. I explained that the frequent trips to the restroom were diabetic related and that they should reduce as my Endocrinologist and I fined tuned the insulin therapy. Their response was "my dad was diabetic and he didn't have this issue" and "it's just diabetes, it isn't like it is a disability or anything". I stopped and stated that we should end this discussion until they had an opportunity to review the statements they just made. I was then forced into short term disability. When I returned I was placed in a completely different role, but a similar function. I went from being a lead technician working for an executive appeals team making outbound calls to resolve issues to an inbound position where my time in the queue was a key performance indicator (KPI). It was clear to me I was being set up to fail. I filed an EEOC complaint but it was determined that the position was similar enough that it did not violate job protection requirements. I found a new job.

Third Incident: I found a new job at a company that is known in the media for their "tolerance and inclusion". It was very similar to the previous job except I now worked from home. No one could question my trips to the bathroom anymore. I quickly rose through the ranks and performed in the top 1% of approximately 30k employees. I won awards for customer satisfaction and received SWAG supporting my performance. I was promoted to a senior position within about 14 months of employment and remained with the company for about 4 and 1/2 years. In the summer of my final year, I received a letter from the health insurance plan that they were no longer going to cover my prescribed long acting insulin unless I tried a different insulin for 90 days that was more cost effective for them and they felt would perform equally. I informed my doctor of the change and he wrote the prescription for the new insulin. However, my blood glucose became erratic. I began experiencing a high frequency of hypoglycemic (low blood sugar) events and my attendance and performance began to suffer. Hypoglycemia is dangerous and has to be addressed immediately. I requested an accommodation to find a way to identify calls I may have to end prematurely, even if the customer did not agree, so that it would not negatively impact my growth and performance evaluations. I was again forced to take short term disability. During the process of short term disability, a letter from a doctor is required to show that there is a medical necessity. However, tolerance and understanding are not medical necessities. They cherry picked a part of my doctor's explanation that I may require additional breaks to address and self medicate events related to diabetes. I provided the STD insurance with documents from the American Diabetes Association explaining the random nature of diabetic events. The company's solution was to provide me with an extra break per hour that was scheduled. I explained that this did not address the issue for which I was requesting the accommodation and that the events are random in nature and are not necessarily predictable. The issue was then ignored by the company until I exceeded the absence requirements established by FMLA and was then terminated for "job abandonment". I filed an EEOC complaint and was provided with a right to sue letter, but most attorneys stated that the company was within their rights and though I may be compensated for the time lost it would not be worth pursuing.

For those of you that made it this far, congratulations and thank you. I know there are a lot of people that will label this TL;DR. To me there is an obvious "play book" that companies use that allow them to circumvent protected status employees. As I have learned from attorneys I have spoken to during these events, discrimination is an issue that companies only address at the media level. Internally, with the assistance of legal counsel, they have established policy and procedures allowing them to mitigate and eliminate the risk of discrimination lawsuits by staying within the gray area of legal minimums. This is my experience and has formed my belief regarding these policies. I still maintain hope and an open mind that this experience is not representative of all companies, but I find myself again with an EEOC complaint and looking for a job.

What patterns have you seen that lead you to believe discrimination is in play?

Sue them for discrimination.i work had 2 surgerys & the welcomed me back

Why is it discrimination in the workplace

Ive been working 2 p/t jobs trying tobprovide for my son. I have a masters degree. I am educated. I am experienced. My job told be I can not use a certain recommended medical treatment and would lose my job. I get it. Its still illegal under federal law. Ok so I go on an interview get the job but still waiting on references so I cave and give her my bisses number. When she offered me the job she asked if I smoke as the jib is in home services with kids. So as an honest person I say yes. It have never been a problem or a complaint from any of my families as I do not display it. So the woman who offered me the job told my boss I was a smoker. Who does that. So now I am not taking the job. I feel its so unprofessional. Back to square one.

Racism unfairness politics and being black from the islands