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Answer: While this scenario alone does not prove that the individual was specifically discriminated against, the fact that the policy was not consistently enforced may give the claim more weight.
If the employee also had other evidence of discrimination based on race, the organization might find itself on the wrong end of a lawsuit, even if the intent of enforcing the policy was not discriminatory in nature.
Human resources (HR) policies should be dependable representations of what employees can expect, and regular implementation will make these standards clear. If a manager doesn’t feel comfortable enforcing a policy, the person should not disregard it, but should talk to HR. If the policy is outdated, inappropriate, or difficult to enforce, revise or remove the policy instead of ignoring it.