National Origin Discrimination

Title VII of the Civil Rights Act of l964 prohibits employers from discriminating against individuals - in hiring, firing, and other terms and conditions of employment - because of their national origin. In enacting this prohibition, Congress recognized that whether an individual's ancestry is Mexican, Ukrainian, Filipino, Arab, American Indian, or any other nationality, he or she is entitled to the same employment opportunities as anyone else. This form of discrimination may be inadvertent or intentional, and it can be obvious or subtle; regardless, it is unacceptable at Appalachian and, in many cases, is against the law.

Title VI of the Civil Rights Act of 1964 prohibits discrimination based on a student's race, color or national origin.

Definitions of National Origin:

The EEOC defines national origin discrimination as " treating someone less favorably because that individual (or his or her ancestors) is from a certain place or belongs to a particular national origin group."

The North Carolina Office of State Personnel defines national origin as, "Characteristic of or peculiar to the people of a nation; of or relating to ancestral beginnings."

Examples of national origin discrimination may include:

An employee is not granted a career opportunity solely because of his membership in or association with a particular nationality.
Departmental personnel committees elect not to interview those qualified candidates whose names "sound foreign."
An employer permits staff members to put down, demean, and ridicule a student because of her accent or manner of speaking.

It is also unlawful to retaliate against an individual for opposing employment practices that discriminate based on national origin or for filing a discrimination charge, testifying, or participating in any way in an investigation, proceeding, or litigation under Title VII.

ASU Policies and Procedures Related to National Origin Discrimination