Ramifications Of Ob Discrimination In The Employment Industry

In March 1961 Executive Order 10925 was signed into order. It stated that government contractors could not discriminated. This established the President's Committee on Equal Employment Opportunity. It was made as a new determination to end job discrimination. In June 1963 the government passes the Equal Pay Act which means that women and men who do the same work must get same pay. In 1964 the Senate passes the Civil Rights Act. It prohibits discrimination in public accommodations, governmental services, and education. This act prohibits discrimination in basically all aspects of employment. In June 1966 EEOC issues Guidelines on discrimination because of religion.

EEOC was created from the Civil Rights Act of 1964. This act addressed discrimination in employment, voting, public accommodations and education. Congress passed the Equal Employment Opportunity Act of 1972 because congress found widespread discrimination in both private and public sectors. Congress relying on conciliation and voluntary compliance was inadequate. The major provisions of this act were EEOC received litigation authority to sue non-governmental "respondance" employers unions and employment agencies; EEOC could file pattern or practice lawsuits; Title VII coverage was expanded to include the federal government and state and local governments, as well as elementary, secondary, and high educational institutions; the number of employees

John F. Kennedy’s national convention forces created a party platform that called for “equal access [to] … voting booths, schoolhouses, jobs, housing and public facilities.” Kennedy also called for “affirmative action” and issued executive order 10925 so that applicants and employees would not be discriminated against due to race. Four years later, Lyndon B. Johnson issued Executive Order 11246, which enabled the newly created Office of Federal Contract Compliance of the Department of Labor to terminate government contracts with firms that did not practice "affirmative action" . He would later sign the Civil Rights Act of 1964, banning discrimination based on race, colour, religion or sex. Political leaders raising awareness of Black rights encouraged Americans to pay attention towards the

Ever since President John Kennedy issued executive order 10925 in 1961, Americans have been arguing both for and against its effectiveness and necessity. The importance of executive order 10925 is that it created the Committee on Equal Employment Opportunity and mandated that federally funded projects implement "affirmative action" to insure that hiring and employment practices were free of racial bias. It planned to accomplish this by combating long term racial failures. Essentially, its purpose was to promote equality through fair and equal employment regardless of race. However, many believe that the current practice of hiring and recruiting based on race is counterproductive to the original purpose of executive order 10925 in that employers

While in office, Kennedy signed multiple equal rights orders. On March 6th, 1961 John F. Kennedy signed Executive Order 10925 involving work related discrimination. It stated that, “discrimination because of race, creed, color, or national origin is contrary to the constitutional principles and policies of the United States.” This order would eventually transform into the modern day Equal Employment Opportunity Commission. Executive Order 10925 was written into The Civil Rights Act of 1964 and known as Title VII.

The equal employment opportunity commission was formed on July 2, 1965. The United States EEOC is a federal agency that administers and enforces civil rights laws against works place discrimination. President John. F. Kennedy's Executive Order used equal opportunity for the first time in 1961 by instructing federal constructors to make sure that applicants are treated equally without regard to race, color, religion, sex, or national origin. When the equal employment opportunity was first created by the Civil Rights Act, it was only given limited power to punish the employers that did not adhere to this rule. That all changed in 1972 the congress gave the EEOC the authority to sue the employers. The way that employers are treated at work should

discrimination based on race, color, religion, sex, or national origin. So, employment discrimination includes age discrimination, sex discrimination, religious discrimination, racial discrimination and more.

Roosevelt signed "Executive Order 8802 which outlawed segregationist hiring policies by defense-related industries which held federal contacts" (Sykes, 1995). This order was brought about because of the actions of a Black trade union leader, A. Philip Randolph. During Harry Truman's second term, in 1953, his Committee on Government Contract Compliance urged the Bureau of Employment Security "to act positively and affirmatively to implement the policy of nondiscrimination" (ibid). Finally, after 58 years, the Supreme Court overturned Plessy v. Ferguson, and therefore the "separate, but equal" doctrine with Brown v. Board of Education in 1954. The term "affirmative action" was first used in 1965 by President Lyndon Johnson in Executive Order 11246, which mandated federal employees to "take affirmative action to ensure that applicants are employed, and that employees are treated during employment, without regard to their race, creed, color, or national origin" (ibid). This Executive Order was expanded 2 years later, in 1967, to include affirmative action requirements to cover women. There were two more laws passed in the 1960's to make discrimination illegal. The first of which was the 1964 Civil Rights Act. Within this act, Titles II and VII forbid racial discrimination in "public accommodations" and race and sex discrimination in employment. The next act to make discrimination illegal was the 1965 Voting Rights Act, adopted after a probe by Congress found

Affirmative action policies have been in place since 1957 (Rubio 144). Presidents Kennedy and Johnson signed executive orders in 1961 and 1964, respectively, requiring government agencies and their contractors to take 'affirmative' steps to ensure minority participation. Johnson's order was modified two years later to include women. The Civil Rights Act of 1964 outlawed discriminatory hiring, promotion, and retention practices in both the private and public sectors, and established the Equal Employment Opportunity Commission.

The first major milestone in equal opportunity was in 1961 when President John F. Kennedy passed Executive Order 10925. This bill encouraged all federal contractors to accept any worker, regardless of race, sex, religion, or national origin. A few years later, after Lyndon B. Johnson had taken office, the Equal Rights Act of 1964 was passed that, along with other laws that benefited minorities, prohibited large companies from discrimination within their workforce. In 1968, after Green v. County School Board of New Kent County, Va., the Supreme Court enforced full desegregation of schools in the southern states. After Richard Nixon was elected, he introduced Order No. 4 in 1970, which pushed companies to begin using their “underutilized” minority

     Martin and Tulgan (2002) claims, “ Affirmative action is the positive steps an employer takes to employ women and minorities in numbers equal to or greater than their availability and to proactively seek to employ those with disabilities and veterans” (p.89). Over the course of the years equal employment opportunity laws and regulations were put in place. The Equal Pay Act was established in 1963 to set pay based on the job category, and to prevent wage differential based on gender. In 1965 the Executive Order 11246 was passed to stop

The EEOC laws, or Equal Employment Opportunity Commission, are federal laws that enforce employers to not discriminate against applicants of any background. Discrimination by types such as age, disability, equal pay/compensation, genetic information, harassment, national origin, pregnancy, race/color, religion, retaliation, sex, and sexual harassment are all protected under the EEOC laws. It is also illegal for an employer to “discriminate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.” (EEOC , n.d.) The EEOC laws are to help serve justice and to create an equal work environment for people of any kind. The EEOC wants to accomplish the goal of having every applicant to feel at home without being discriminated against. These laws not only affect an employer hiring an applicant however; it affects them in firing, promoting, harassing, training, wages, and benefits. The EEOC’s role is to help find out if any applicant is being discriminated against and to help

While the world has unanimously advanced and is more accepting of change, the workplace continues to be a place of discrimination, prejudice and inequality. Discrimination is broadly defined to ‘distinguish unfavourably’, isolate; and is context based (Pagura, 2012). Abrahams (1991) described the workplace as an ‘inhospitable place’ where gender disparity and wage gaps persist (Stamarski & Son Hing, 2015). Among other states and countries, the Australian government actively implements and passes laws to protect and maintain equal employment rights. While the objective of these laws is ‘to eliminate discrimination,’ the regulatory mechanisms in the legislation are largely ineffective at achieving this ultimate goal (Smith, 2008). However,

In 1964 the civil rights act made it illegal for employment organizations to practice discrimination in the workplace. Based on race, ethnicity, sex, religion, disability and sexual orientation. In 1965 congress pass an executive order which was 11246 it required contractors to taker affirmative actions and to ensure all employees are getting the same treatment in the workplace. These laws eliminated discrimination of certain classes in the workplace and organizations that did not abide by employment fair labor treatment laws were fine or shut down. Even though some organizations became more diverse the change was slow over time because of certain classes of workers. In order to establish workplace diversity companies began to establish

When a person is discriminated against their race, gender, and age. This is some of the most evident forms of discrimination. I believe the most qualified person should receive the job, regardless of race or ethnicity. When employers disrupt workplace discrimination, legally they can be sued by the person or persons and receive bad publicity. When a employee hurts from unfair treatment due to their race and religion. Proving discrimination is difficult as is can occur in a number of work-related areas, during your initial hiring phase, during training or even after you get the job and have to participate in job evaluations. As far as ethnicity goes, Americans come in every color, shape, and size and a successful business is one that understands