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Intersectional Harassment in Texas Workplaces: Know Your Rights (2025 Guide)

Harassment at work is bad enough. But what if you’re being targeted not just because of your race—or your gender—but both at once?

That’s what’s known as intersectional harassment. And although it’s just as harmful (if not more), it’s often overlooked by employers, HR departments, and even legal systems.

Here’s what every Texas employee should know about this growing issue and how to take action if it’s happening to you.

What Is Intersectional Harassment?

Intersectional harassment occurs when someone experiences discrimination or hostility based on multiple, overlapping identities—like being a Black woman, a gay Latino man, or a disabled transgender employee.

It’s rooted in the concept of intersectionality, a term coined by legal scholar Kimberlé Crenshaw. It highlights how systems of oppression (like racism, sexism, ableism) can combine and create unique forms of harm.

Examples of intersectional harassment:

• A Latina woman repeatedly passed over for promotions and told she’s “too emotional and hard to understand.”

• An older Black employee mocked for both his age and speech, and excluded from team events.

• A Muslim woman harassed about her hijab and her perceived “attitude.”

Why It’s Often Ignored

Intersectional harassment doesn’t always fit neatly into one legal category. HR may brush it off as a “personality conflict.” Even when one form of bias is addressed, the combined impact is often missed.

That’s why documenting patterns and context is crucial—and why legal support matters.

Is Intersectional Harassment Illegal in Texas?

Yes—though it may require extra work to prove.

Federal laws like Title VII of the Civil Rights Act and Texas state laws protect employees from harassment and discrimination based on:

• Race

• Gender

• Religion

• Age

• National origin

• Disability

• Sexual orientation

While these laws don’t always use the word “intersectional,” they do prohibit combined forms of discrimination. Courts are increasingly recognizing intersectional claims.

Real-Life Scenario: The Overlooked Complaint

“Jasmine,” a Black lesbian working in Austin, filed a complaint about constant comments on her appearance and relationship status. HR dismissed it as “not sexual harassment” and told her to be less sensitive.

With help from an attorney, Jasmine filed an EEOC complaint highlighting the intersectional nature of her harassment—and won a favorable settlement.

How to Document and Report Intersectional Harassment

1. Track Patterns

Keep a written record of what’s said or done, who was involved, and how often it happens.

2. Identify the Overlap

Was the treatment tied to more than one identity? Note how your race, gender, or other traits might be triggering the harassment.

3. Report It

• Use internal HR channels first, if it feels safe.

• File with the EEOC or Texas Workforce Commission Civil Rights Division (TWC-CRD) within the deadline (usually 180–300 days).

4. Talk to a Lawyer

Many intersectional claims are missed because they’re not presented clearly. A lawyer can help frame the case and protect your rights.

What Can You Recover If You Take Legal Action?

If successful, a harassment claim could result in:

• Compensation for emotional distress

• Back pay or reinstatement

• Changes to company policy

• Attorney’s fees and costs

How The Lange Firm Supports Intersectional Harassment Victims

At The Lange Firm, we:

• Understand how layered discrimination works

• Represent clients facing racial, gender, LGBTQ+, and disability-based harassment

• Help frame claims clearly for HR, EEOC, or litigation

We believe no one should be forced to choose which part of themselves to defend.

Final Takeaway

You don’t have to “pick one box” when you’re being mistreated.

Intersectional harassment is real—and legally actionable. If you’re being targeted in the workplace for more than one aspect of your identity, contact The Lange Firm today. We’ll help you protect your rights, your career, and your peace of mind.