Racial Discrimination Law Paper

The Civil Rights Act of 1964 was the catalyst in abolishing the separate but equal policies that had been a mainstay in our society. Though racial discrimination was the initial focal point, its enactment affected every race. The Civil Rights Act of 1964 prohibits discrimination in housing, education, employment, public accommodations and the receipt of federal funds based on certain discrimination factors such as race, color, national origin, sex, disability, age or religion. Title VII is the employment segment of the Civil Rights Act and is considered one of the most important aspects of legislation that has helped define the employment law practices in this country. Prior to Title VII, an employer could hire

Title VII of the Civil Rights Act of 1964 is a federal law that protects individuals from discrimination based on religion. Religious discrimination is treating a person differently because of their religious

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;

The first law I will discuss is the Title VII of the Civil Rights Act 1964. This law is the most important anti-discrimination law. It was initially intended to end the discrimination in the workplace against African Americans which has been brought to national attention by the civil rights movement

The Civil Rights Act of 1964 is considered by some to be one of the most important laws in American history. (The Most Important Cases, Speeches, Laws & Documents in American History) This Act was signed into law by President Lyndon B. Johnson on July 2, 1964 and it is a “comprehensive federal statute aimed at reducing discrimination in public accommodations and employment situations.” (Feuerbach Twomey, 2010) Specifically, it aimed at prohibiting “discrimination on the basis of race, color, national origin, sex (including pregnancy), and religion.” (Civil Rights Act of 1964, 2010) Additionally, it also

Title VII applies to state and local governments with 15 or more employees and also applies to employment agencies and labor organizations including our federal government. Based on Title VII employment opportunities cannot be denied to any person based upon their race or perceived race or because of their marriage or association with a person or persons of a particular color or race. Title VII also prohibits employment decisions based on stereotypes and assumptions pertaining to the abilities, traits, or the performance of persons from certain racial groups. Title VII makes it unlawful to discriminate when recruiting, hiring, and promoting, transferring, also work assignments, performance measurements, the work environment, job training, discipline and discharge this also includes wages and benefits, and anything else including condition and the privilege of employment. Title VII not only prohibits intentional discrimination, it also covers neutral job policies that disproportionately affect any person of a certain race, color, nationality that are not related to the job and the needs of the

The Title VII of the Civil Rights Act of 1964 can be found in the United States Code (Pub. L. 88-352) Volume 42.The basis of the act Title VII is to prevent employment discrimination against race, color, religion, sex and national origin. Title VII prohibits an employer from both (i) discriminating against an employee on the basis of sex, and (ii) retaliating against an employee for complaining about prior discrimination or retaliation. According to the U.S. Equal Employment Opportunity Commission, the purpose of the act is to enforce the

Meanwhile, the segregation of jobs by gender and other factors affect pay equity. A term used back in the 1980’s as a metaphor for the invisible and artificial barriers that blocked women and minorities from advancing up the corporate ladder to management and executive positions is called the glass ceiling (Hill, 2013). Louisville Women’s Careers Examiner argues “ Glass ceilings are still found in the workplaces, not only in the discrimination of pay scales, but also marked by sexual harassment, exploitation at work and as a feeling of insecurity in women due to conduct of the opposite sex” (Hill, 2013, p.33). Societal barriers that women tend to face are prejudice and bias, cultural, opportunity and attainment, gender, and color-based differences. Moreover, several other barriers women run into are governmental, business structural and internal businesses all of which have ramifications on their chances of success.

The Civil Rights Act of 1964, which ended segregation in public places and banned employment discrimination based on race, color, religion, sex or national origin, is considered one of the crowning legislative achievements of the civil rights movement. Title I of the act gives equal voting rights removing registration requirements and procedures against African American. Title II excludes segregation and discrimination in places of public and transportation. Title VII prohibitions discrimination by trade unions, schools, or employers involved in interstate commerce or doing business with the federal government. The latter section also applies to discrimination based on sex The act also calls for the desegregation of public schools (Title IV),

Prior to the establishment and creation of America officially, the neglect and disenfranchisement of “non-whites” began prevailing. The effort to create a praise in white, landowning men became the epitome of an “acceptable American.” It automatically erected a division between those men and everyone else who did not identify themselves as such.

In 1964, Congress passed and President Lyndon Johnson proudly signed the Civil Rights Act. The law was intended to prevent discrimination in a assortment of spheres of life, including public accommodations (Title II), instructions and programs receiving federal funds (Title VI), and most controversially, private employment (Title VII). Though each of these titles included broad injunctions of discrimination of the bases of race, national origin, and belief (Title V11 also included sex discrimination), the overwhelming focus of discussion was the problem of discrimination against Afro-Americans.

Laws against discrimination- Title VII of the Civil Rights Act of 1964 says that no person employed or seeking employment by a business with more than 15 employees may be discriminated against due to their race, color, religion, sex, or national origin (Lee, 1998). This Act

Racially based laws continued to be enacted in the 17th century. Besides the Virginia laws mentioned above, a 1776 Pennsylvania law declared that any free black person who married a white person could be sold into slavery. A South Carolina law passed in 1691 provided North America with its first comprehensive slave code, although it was Barbados that led the way in establishing slave codes – laws to manage the growing population of enslaved Africans (Johnson and Smith, 1998). South Carolina, in 1691, defined as slaves “all Negroes, mulattoes, and Indians” sold into or intended for sale into bondage (Horton and Horton, 2005, p. 32). Five years later, South Carolina enacted a law that slaves were property attached to specific land. Other laws

The glass ceiling is responsible for women and minorities not being able to achieve what they are capable of. A glass ceiling is an invisible barrier. For many of the years, women were not put in jobs that require top executives such as management and that is why many of them have not accumulated the

Discrimination in the workplace occurs when an employee experiences harsh or unfair treatment due to their race, religion, national origin, disabled or veteran status, or other legally protected characteristics. Discrimination is one of the biggest problems people face in the workplace and it must be dealt with forcefully.