Race, Sex, And Religious Discrimination

As children grow up, they become the person they turn out to be because of experiences and the culture and society they grew up in. Nations are affected in the same sense because the people living in a nation affect how the nation is influenced and builds its character.

Although great strides in fighting gender discrimination were taken in the 1970s, largely due to the Civil Rights Act of 1964, abuses falling within the category of sexual harassment generally were not addressed. Finally, in 1980, the EEOC wrote and released guidelines that defined sexual harassment. They described it as one form of sex discrimination prohibited by the 1964 act. The Civil Rights Act of 1964 referred to as Title VII, prohibits employment discrimination and harassment based on race, color, religion, sex or national origin in addition to sexual harassment. The law specifically states;

One of the repercussions that the NOW had fought for were the Equal Rights Act and Title VII that was included in the Civil Rights Act. The Equal Rights Act was signed in 1963 and was the first federal law against sex-discrimination. Title VII prohibited discrimination in the workforce based on race, color, religion, sex or national origin. These two important pieces of documents were the most significant laws for women equality.

an employer to fail or refuse to hire or to discharge any individual, or otherwise to discriminate

We have issues: more specifically , the United States has issues, continuous and all-encompassing issues of racial inequality.The United States is experiencing a outburst of racism, as can be seen from the 2014 killings of two unarmed African-American men, to the brutality of white supremacy in Charleston and the string of arsons in black churches across the South. Of course, it’s nothing new for a nation with a long history of extreme racist violence—the most recent lynching-related death occurred in 1981, hardly a lifetime ago, when Michael Donald was hanged by two members of the Ku Klux Klan.The United States, however, continues to avoid its history on race, refusing to confront its past in a “post-racial,” “colorblind” society, and that policy of systemic ignorance is particularly strong when mention of racial equality is brought up. Although the concept of equality has never truly existed in this world, as can be traced back to the very beginnings of recorded history we see the nobles ruling the commoners, conquerors reigning over the conquered, the will of man dominating women; the United States needs to acknowledge the fact that racial inequality still exists within our country and has in no way progressed towards betterment.

During the 1960s, living off one income had become increasingly more difficult to continue living a comfortable lifestyle with the rise in economic demands. Therefore, forcing many American women to begin seeking jobs in the workforce. However, many qualified women were quickly looked over by men, some with fewer years of experience and education. Potential employers felt that women would not be able to face the stress that went along with work. So 1964, the United States enacted Title VII of the Civil Rights Act of 1964, 42 U.S.C. §§ 2000e et seq. (Title VII of the Civil Rights Act of 1964) This act is very well-known, prohibiting harassment in the workplace and discrimination. A few years later, on October 31, 1978, President Jimmy

Charlotte Bunch once said “Sexual, racial, gender, violence, and other forms of discrimination and violence in a culture cannot be eliminated without changing culture.” Our society experiences all of these problems and I would like to focus on the gender perspective in the 21st century and how women have had more of an influence in music than people actually realize. Men have dominated the music industry and business but women have been the underlying reason as for why men and other females have been so successful in the music scene.

Discrimination in the workforce is not only illegal, but it has been the center of controversy for multiple cases throughout its existence. The purpose of this writing is to reflect on particular personal circumstances based around actual events. First will be a clearly defined section of the Title VII, Civil Rights Act of 1964, followed by a brief description of personal experiences involving discrimination, and concluding with a reflection as to how the American workforce is protected by law. The writing will cover any ethically related issues, personal thoughts and ideas, and illustrations of how the law pertains directly to personal events, as well as provide direct links to any and all reference material covered under the purpose of this writing.

The Civil Rights Act of 1964 pertained to equal opportunity and affirmative action in regards to occupations within the United States of America. The 1964 Civil Rights Act and its 1972 Title VII Amendment are federal directives monitor unfair labor employment practices. The Act specifically prohibits employers from refusing to hire someone because of that persons’ race, color, religion, sex, or national origin. The Act also details that an employer cannot “limit, segregate, or classify his or her employees or applications” solely because of factors in regards to “race, color, religion, sex, or national origin” (Civil Rights Act of 1964). Meaning that the proper management is in line with maintaining that every person is given the same opportunities

On the other hand, harassment becomes unlawful when an employee is faced with enduring offensive conduct as a condition of employment, or the harassment results in an environment that is intimidating, hostile, or abusive (Perry, 2001). Next, the Equal Pay Act serves to ensure that men and women be given equal pay for equal work in the same workplace. This does not necessarily mean that the job titles have to be the same; however, job content determines whether they are substantially equal according to the law. The judgment should affirm the jury’s verdict on the retaliation claim and the grant of summary judgment on the other discrimination claims. Third, it is clear that the plaintiff had engaged in protected activity, which is opposition in the form of raising her concerns about sex discrimination in the Reston office with multiple other parties in the firm, and that she suffered the adverse employment actions by having a pay increase withheld and being terminated (BRAKE,

The Church of Jesus Christ of Latter Day Saints has been the center of much attention throughout modern history, whether it be about the polygamists, the Book of Mormon, or Joseph Smith seeing God, or the restored priesthood. Though the church is known to have these forms of controversies, we see through history that no organization or group is free from mistakes and criticism. Throughout history in general, there has always been some sort of religious contention around the globe. A large point of contention then and even now is the factor of race in religion and the certain rules and restrictions implemented into the religion regarding race.

The issue of discrimination is very widely discussed, so widely that laws and statutes have been enacted and are continually addressed every day. This may occur in a courtroom, on the legislative floor or at the employer’s offices, but the fact that the Equal Employment Opportunity Commission (EEOC) receives around 80,000 discriminatory filings annually, with 99,922 in 2010, there is little wonder the amount of attention to discrimination is warranted (Walsh, 2013). According to the EEOC’s website, the discrimination claims were more than the annual averages, but less than 99,000 in 2010, at 88,788 in 2014 (“EEOC Releases Fiscal”, 2015). These figures reiterate the importance and diligence in which discriminatory acts must be handled by all parties involved.

Title VII of the Civil Rights Act of 1964 states that it is unlawful for an employer to refuse to hire, discharge or discriminate against an individual because of race, color, religion, sex or national origin. Under Title VII sex discrimination is not unlawful if BFOQ can be proven as necessary for that position.

Title VII of the Civil Rights Act of 1964 prohibits discrimination in many more aspects of the employment relationship. It applies to most employers engaged in interstate commerce with more than 15 employees, labor organizations, and employment agencies. The Act prohibits discrimination based on race, color, religion, sex or national origin. Sex includes pregnancy, childbirth or related medical conditions. It makes it illegal for employers to discriminate in hiring, discharging, compensation, or terms, conditions, and privileges of employment. Employment agencies may not discriminate when hiring or referring applicants. Labor Organizations are also prohibited from basing membership or union classifications on race, color, religion, sex, or national origin. (law.cornell.edu, 2006)

Civil rights activist Al Sharpton said, “We have come a long way from the days of slavery, but in 2014, discrimination and inequality still saturate our society in modern ways”. This quote rings true where equality in the workplace is concerned. In Toni Cade Bambara’s short story “The Lesson”, we see what social discrimination looks like through the eyes of children who are observing a wealthier part of town. In their eyes, they see and injustice and question why it is not being altered into something centered more on equality and equal opportunity. Toni Cade Bambara’s story “The Lesson” is written to make a point about racial discrimination in the workplace and social inequality.