On July 2, 1964, President Lyndon B. Johnson signed the Civil Rights Act of 1964 into law. This monumental piece of legislation outlawed discrimination based on race, color, religion, sex, or national origin.
Title VII of the Act was the section that prohibited employment discrimination. This law changed our workforce forever and helped pave the way for equal opportunity in the workplace.
In this blog post, we will discuss the history and evolution of Title VII of the Civil Rights Act of 1964.
Background
The Civil Rights Act of 1964 was the culmination of years of struggle and activism by African Americans. Prior to the passage of this law, there were no federal laws prohibiting discrimination in employment. This meant that employers could freely discriminate against employees or potential employees based on race, color, religion, sex, or national origin. This often led to African Americans being passed over for jobs or promotions or being paid less than their white counterparts.
The Civil Rights Act of 1964 was designed to change that.
What is Title VII?
Title VII of the Act prohibits discrimination in employment on the basis of race, color, religion, sex, or national origin. This law applied to both private employers and public agencies. The Equal Employment Opportunity Commission (EEOC) was created to enforce Title VII. This Commission is responsible for investigating complaints of discrimination, mediating disputes, and filing lawsuits on behalf of victims of discrimination.
Evolution of Title VII
Since its inception, Title VII has been amended several times.
● In 1972, the Equal Employment Opportunity Act was passed, which strengthened the EEOC’s enforcement powers.
● In 1978, the Pregnancy Discrimination Act was passed, which prohibited discrimination against pregnant women.
● In 1986, the Civil Rights Restoration Act was passed, which restored protections that had been weakened by previous court decisions
● In 1991, the Civil Rights Act of 1991 was passed, which increased damages that could be awarded in cases of intentional discrimination.
● In 2020, the Supreme Court ruled that employers were prohibited from discrimination in hiring, firing, or promoting on the grounds of gender identity, change of sex, or transgender status.
Title VII has had a profound impact on our workforce. It has helped to ensure that everyone has an equal opportunity to get a job and to be treated fairly in the workplace. Thanks to this law, our workforce is more diverse and inclusive than ever before. And as we can continue to fight for equality in the workplace, we can look back on Title VII as a pivotal moment in our history.
Contact My Office for Assistance
If you are being discriminated against in the workplace, my office can help. Contact us for a consultation and we’ll help you determine if you have a claim under Title VII or other state and federal laws that protect employees.
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