Four former CVS security guards have accused the drugstore chain’s New York City stores of racial discrimination against employees and shoppers. In a lawsuit, the former employees—who worked in the chain’s loss prevention department—allege they were asked to profile and target black and Latino customers to prevent shoplifting. One supervisor allegedly told the employees they could “catch more cases” by closely watching black and Hispanic customers, according to the lawsuit. The former employees—who are black and Latino—also allege they endured racial discrimination by their managers.

Allegations of racial profiling, especially in retail settings, aren’t new. In 2014, luxury department store Barneys New York paid $525,000 to settle a lawsuit after two black shoppers were detained by employees and accused of credit card fraud after making expensive purchases. Even Oprah Winfrey has experienced racial profiling: In 2013, the billionaire was told by a shopkeeper in Zurich that she probably couldn’t afford a designer handbag she asked to see. The “shopping while black or brown” phenomenon has also been heavily researched. One 2014 study by researchers at Villanova University concluded that black shoppers—and people of color generally—reported a higher incidence of unfair treatment in stores than did white shoppers.

The CVS lawsuit alleges a tangible example of racial profiling—not just as a recounted experience but as an actual instruction from store owners. So the question is, how can we end the practice of racial profiling to ensure all shoppers are treated equally and fairly? In April, Democratic lawmakers reintroduced the End Racial Profiling Act to address racial profiling by law enforcement. While Congress considers the bill again—it has been introduced before and has failed—what else should we be doing to stop racial profiling in stores and throughout our communities?