Sometimes, employers rely on biased assumptions about foreign education. If your degree or training came from another country, that shouldn’t automatically count against you. In Washington, workers have protections if they’re treated unfairly because of where or how they were educated.
How employers evaluate foreign education
Employers often compare foreign degrees to U.S. standards. That’s fine, if it’s done fairly. Problems arise when companies reject foreign credentials without a real review. For example, someone with a civil engineering degree from India or a business degree from Mexico may be just as qualified as someone trained in the U.S. Blanket policies that devalue international education may signal discrimination based on national origin.
When disqualification becomes discrimination
If you notice that applicants with U.S. degrees get more callbacks or promotions, it could be a pattern. Employers can’t use education as a cover to favor U.S.-born workers or exclude foreign-born applicants. This is especially true if the role doesn’t require a specific U.S. license or certification. In some cases, assuming foreign training is inferior may violate anti-discrimination laws in Washington.
What to watch for in hiring or promotion
Pay attention to language in job postings or interviews. Terms like “local degree preferred” or “U.S. education required” may show bias if they’re not tied to actual job needs. Also, watch for employers who dismiss foreign credentials without checking their quality. That may be a red flag. Your skills and background should count, regardless of where you went to school.
You deserve a chance based on what you know, not where you learned it. Employers should evaluate your credentials fairly and treat your experience with respect. Washington law protects workers from discrimination tied to national origin, including biases tied to education.