Racial Discrimination at JPMorgan Chase: The Settlements and Your Rights

The Pattern of Settlements

JPMorgan Chase, the largest bank in the United States, has paid tens of millions of dollars to resolve allegations of racial discrimination. Black financial advisors and employees have brought claims of systematic bias in pay, promotions, client assignments, and workplace treatment.

Key settlements include:

• $19.5 million (Black financial advisors): Class action alleging Black advisors were denied equal access to clients, training, and advancement compared to white colleagues.

• $24 million (related claims): Additional settlements addressing disparities in pay, promotion, and treatment of Black employees.

• Ongoing litigation: Multiple individual and class claims continue, alleging persistent discriminatory practices.

Note: JPMorgan Chase typically denies wrongdoing in these settlements. Settlements resolve claims without an admission of liability. Not all negative experiences qualify for compensation—eligibility depends on specific criteria and deadlines.

How Discrimination Manifests at JPMorgan Chase

Based on lawsuits and settlements, discrimination can take several forms:

• Client assignment discrimination: Black financial advisors allege they receive fewer and less valuable client referrals than white peers, impacting commissions and career growth.

• Training and development disparities: Reports of exclusion from training programs, mentorship, and stretch assignments.

• Promotion discrimination: Patterns of slower promotion, higher standards, and subjective criteria applied to Black employees.

• Hostile work environment: Allegations of racist comments, exclusion, microaggressions, and different treatment by managers.

Your Rights Under the Law

Several laws protect you from racial discrimination at work:

• Title VII of the Civil Rights Act: Prohibits discrimination in hiring, firing, pay, promotions, assignments, and more.

• Section 1981: Allows lawsuits for race discrimination in contracts, including employment, with no cap on damages.

• State and local laws: States like New York and California, and many cities, provide additional protections and remedies.

Documenting Discrimination

Strong, contemporaneous documentation is essential. Save records outside JPMorgan systems.

What to document:

• Client assignments: Track referrals, account values, and responses to requests for better assignments.

• Compensation: Compare your pay, bonuses, and commissions to peers.

• Promotions: Note timelines, feedback, and qualifications of those promoted.

• Treatment: Record racist comments, exclusion, different standards, and negative interactions.

How to document:

• Keep a dated log of incidents.

• Save emails, messages, and written feedback.

• Note witnesses to events.

• Store copies securely outside of work systems.

Taking Action

Internal Reporting

• Report concerns to your manager (unless they’re involved), HR, or the ethics hotline.

• Use JPMorgan’s formal complaint process and put everything in writing.

• Internal reporting creates a record and gives the company a chance to address the issue.

Filing with the EEOC

• File within 180 days (or 300 days if your state has its own agency).

• File online, in person, or by mail (www.eeoc.gov).

• The EEOC may investigate, offer mediation, or issue a right-to-sue letter.

State and Local Agencies

• States like New York and California have their own civil rights agencies.

• Deadlines may be longer (often 1–3 years).

• Remedies may include damages, reinstatement, or policy changes.

Private Lawsuit

• Section 1981 claims have a 4-year deadline and no cap on damages.

• Consult an employment attorney—many work on contingency.

• You may pursue individual or class claims.

The Settlements: What They Mean for You

• If you’re in a covered class, watch for settlement notices and file claims by the deadline.

• Not all employees are eligible—check the settlement website for details.

• Even if you’re not covered, you may have individual rights under federal or state law.

• JPMorgan Chase has agreed to policy changes and monitoring, but culture change takes time. Continue to document and report issues.

Retaliation Protections

It’s illegal for JPMorgan Chase to retaliate against you for:

• Reporting discrimination

• Filing EEOC or state charges

• Participating in investigations

• Supporting a colleague’s complaint

Signs of retaliation:

• Negative reviews after complaints

• Worse assignments or exclusion

• Termination or demotion

If you experience retaliation:

• Document everything

• File a retaliation charge—these claims can succeed even if the underlying discrimination claim does not

Using Caira to Protect Your Rights

Caira can help you:

• Understand discrimination law and deadlines

• Document your experiences and compare your treatment to legal standards

• Prepare complaints and understand settlement processes

Documents to upload:

• Performance reviews

• Compensation records

• Communications about assignments

• JPMorgan policies

Questions to ask Caira:

• “Is this client assignment pattern discriminatory?”

• “How do I file an EEOC charge?”

• “What evidence do I need for a discrimination claim?”

• “Am I protected from retaliation?”

Empower Yourself

You have rights under federal, state, and local law. Many employees succeed by documenting everything and following the proper steps. Deadlines matter—act promptly to protect your claims.

Caira can help. She’s easy to chat with.

Caira helps you feel more confident and less anxious about employment law issues—whether you’re facing discrimination, workplace bias, or just want to understand your rights. Backed by 50,000 legal documents for all 50 states, Caira can:

• Answer your questions instantly 24/7

• Review and explain emails, policies, or termination letters

• Draft statements or responses for HR or agencies

• Give feedback on your filled-in forms or the other party’s arguments

• Analyze your uploaded documents, screenshots, or pay stubs

• Help you track deadlines and next steps for your state

Try Caira for free—no credit card required.

This information is for educational purposes and is not legal, financial, or tax advice. Discrimination law is complex and fact-specific. Outcomes vary depending on the evidence submitted and its strength.