In New York City, employees are entitled to equal access to training and professional development. These opportunities often determine who advances into higher-paying roles, secures leadership positions, or stays competitive in the workplace. When employers deny training based on race, gender, age, disability, sexual orientation, or other protected characteristics, it is not only unfair—it may be unlawful. At Lipsky Lowe LLP, we handle training discrimination claims in NYC and fight to protect your career and your future. Contact us today for a confidential consultation.

What Is Training Discrimination?

Training discrimination occurs when an employer provides professional development opportunities to some employees while denying them to others for discriminatory reasons. These opportunities may include leadership programs, certification courses, workshops, or mentoring initiatives.

Unequal access to training can be explicit, such as telling certain employees they are “not a fit” for development, or subtle, such as only extending opportunities to select groups. Both forms can violate anti-discrimination laws if they are based on a protected characteristic.

Examples of Training Discrimination

Training discrimination can appear in many ways, including:

  • Excluding female employees from management or leadership tracks while male colleagues are invited.
  • Denying workers of color access to specialized technical training that leads to promotions.
  • Passing over older employees for new certification programs in favor of younger staff.
  • Denying employees with disabilities accommodations that would allow them to participate fully in training.

Because training often sets the stage for advancement, denial of these opportunities can have a lasting impact on an employee’s career trajectory.

Why Training Opportunities Matter

Access to training directly impacts an employee’s ability to advance in their career. Missing out on these opportunities often means missing promotions, raises, or the chance to transition into leadership roles. Over time, systemic denial of training can create patterns of pay disparities and limited career advancement among protected groups.

Recognizing training discrimination is critical. Employers cannot justify discriminatory treatment by simply labeling training as “optional” or “selective.” When these opportunities are key to advancement, excluding employees based on protected traits is against the law.

Legal Protections in New York City

Employees in NYC are protected under multiple laws that prohibit discrimination in training and development opportunities:

  • Title VII of the Civil Rights Act bars discrimination in employment, including training, based on race, color, religion, sex, or national origin.
  • The Americans with Disabilities Act (ADA) and the Age Discrimination in Employment Act (ADEA) extend protections for workers with disabilities and older employees.
  • The New York State Human Rights Law provides further protections.
  • The New York City Human Rights Law (NYCHRL) is among the broadest anti-discrimination statutes in the country, covering a greater number of employees and a wider range of biases than federal law.

Together, these laws ensure that employees cannot be excluded from training programs because of protected characteristics.

Filing a Complaint for Training Discrimination

If you believe you’ve been denied training unfairly, there are several steps you can take:

  1. Internal Complaint: Start by reporting the issue to HR or management. Document the incident and keep records of how other employees were treated.
  2. Administrative Complaint: Employees may file charges with the Equal Employment Opportunity Commission (EEOC), the New York State Division of Human Rights, or the NYC Commission on Human Rights. These agencies can investigate and take action.
  3. Litigation: Many employees find that pursuing a lawsuit provides the most effective remedy. Litigation can result in financial compensation, policy changes, and accountability that administrative processes alone may not achieve.

Be mindful of deadlines: federal claims often require filing within 300 days, while state and city claims allow up to three years. Speaking with an attorney quickly helps preserve your options.

How a Training Discrimination Lawyer Can Help

At Lipsky Lowe, we understand the professional harm caused when employees are unfairly denied development opportunities. Our attorneys will:

  • Determine whether the denial of training constitutes unlawful discrimination.
  • Gather evidence such as emails, schedules, and comparisons to coworkers.
  • Identify the strongest legal claims under federal, state, and city law.
  • Negotiate directly with employers for fair remedies or pursue litigation in court.
  • Seek compensation for lost wages, diminished career advancement, and emotional harm.

We will work to ensure that your career is not derailed by discrimination and that you receive the opportunities and respect you deserve.

Speak with a Training Discrimination Lawyer in NYC

Training opportunities should never be limited by bias. If you’ve been denied access to professional development because of your race, gender, age, disability, or another protected status, you may have a legal claim. At Lipsky Lowe LLP, we are prepared to advocate for your rights and career. Contact us today to speak with an attorney about training discrimination in NYC.