What evidence is necessary to help prove race/color discrimination under Title VII?

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What evidence is necessary to help prove race/color discrimination under Title VII?

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The proof will vary depending on the factual circumstances of your case. Generally, there are two types of proof of national origin discrimination. The first is “direct evidence” of the employer’s discriminatory intent. Most employers are too sophisticated to make oral statements such as “I don’t want Asians answering phones.” But such evidence occasionally is presented, and would constitute direct evidence of an employer’s discriminatory intent. In most cases, however, the employee does not have direct evidence and must rely on “indirect evidence” often referred to as “circumstantial” evidence. In this type of situation, you might be able to show national origin discrimination if you can prove that the employer treated a different race, e.g. Caucasian, more favorably than yours. For example, Caucasian employees may get raises and promotions while you do not. Caucasian employees may get more sales leads and preferential treatment. These examples, obviously, are non-exhaustive, and each

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