Local Attorney Discusses Workplace Discrimination on the Basis of Race

Attorney Chiquita Hall- Jackson practices employment law at Hall-Jackson and Associates. Photo provided by Anderson Group Public Relations.
Attorney Chiquita Hall- Jackson practices employment law at Hall-Jackson and Associates. Photo provided by Anderson Group Public Relations.

Local Attorney Discusses Workplace Discrimination on the Basis of Race


By Tia Carol Jones


With the dismantling of diversity, equity and inclusion in different sectors, Black people are experiencing layoffs at a higher rate than other populations. Additionally, Black people experiencing discrimination based on their race. According to the Pew Research Report that was released in 2023, about four-in-ten Black workers say they have experienced discrimination or been treated unfairly by an employer because of their race or ethnicity.


Attorney Chiquita Hall-Jackson said that studies in early 2025 showed that more than 300,000 Black women were without work. She said that in November 2025, Black people overall were showing a higher increase of unemployment and layoffs. She said the statistics show that when there is time to have a layoff, Black people are the first on the chopping block. She said sitting in a seat where she represents workers every day, she knows it to be true.


“I always encourage people, although layoffs are known to happen, they are expected for any company, large, small, major, whatever; you also want to look to the left and to the right and be nosy, and find out although I’m laid off, how many people in my department, in my company were laid off, and was it a disproportionate amount of Black, Hispanic or over the age of 50, and that’s usually what you’ll find,” she said.


When it comes to legal protections people have if they feel they have been laid off or terminated because of discrimination, Hall-Jackson said the Civil Rights Act of 1964, as well as section 1981 in the federal courts, fights against discrimination in the workplace based on someone’s protected class. She said the majority of those legal protections are based on race.


She said in the Civil Right Act of 1964, they are focused on gender, sexual orientation and some other things. She said the Civil Rights Act of 1964 can be used if people believe their termination was because of their race, they have a right to file a claim under the act. She said that is what enables people to begin the process of filing a claim with the Equal Employment Opportunity Commission.


Hall-Jackson advised people to look at the Civil Rights Act of 1964, to ensure their claim is based on the law and their race played a role in why they were terminated or laid off. She said employers who want to ensure they are doing their due diligence to combat workplace discrimination on the basis of race, should ensure there is significant training. She said they should go further than having employees watch videos of bias training during the onboarding process. She said it is important for companies to have on-going bias training on a rolling basis.


Hall-Jackson said that while companies tend to focus on the C-suite for bias training, they should also train the managers, recruiters, foremen, team leaders and supervisors who are working with the everyday employees.


“When making decisions about discipline, suspension, or termination, it’s important to pay attention to patterns and demographics. This ensures fair treatment across all groups, as records and data can reveal if certain groups are being disproportionately affected,” she said.


Hall-Jackson said it is important when dispensing discipline to employees that the person doing so takes into consideration the demographics of the people who are being targeted for discipline. She said if they are noticing a pattern, it might be necessary for the company to do an internal audit to see if there are discriminatory practices, before the employee realizes it and brings a lawsuit.


She said companies should also be working with consultants, like herself, to help identify internal patterns when it comes to discipline. She said that the statute of limitations in filing on EEOC claim is 300 days. She added that the 300 days is calculated from the day of the harm -- suspension, loss of benefits, demotion, termination and lay off.


Hall-Jackson has also written a book on the topic of workplace discrimination, called “We Gon’ Be Alright: A Black Executive’s Guide to Navigating Workplace Dynamics.” For more information about Attorney Chiquita Hall-Jackson, visit www.hall-jacksonandassociates.com. You can also find her on @blowthewhistlelaw on social media.

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