Title VII of the Civil Rights Act plays an essential role in defining the employment practices found in today's work environment. The law passed in 1964 prohibits employment discrimination and since its initiation, Title VII has sparked an increase in anti-discrimination laws designed to "promote fairness, impartiality, and opportunity within the workplace" (Bennett-Alexander et. al, 2007).
The evolution of Title VIIThe evolution of Title VII states that is unlawful for an employer to discriminate against any employee from being hired base on the individual's race, color, religion, sex, or national origin. Before Title VII, there was an abundance of laws segregating blacks and whites within the society. Let us just think for a minute, more than 60 years ago blacks and white ate at separate restaurants, attended separate schools and were treated for injuries at separate hospitals. In fact, whites were receiving better treatment and were exposed to cleaner environment.
To define the history of 1964 Civil Rights Act it was spear headed based on racial discrimination. The Civil Rights Act of 1964 (Pub's. 88-352, 78 Stat. 241, July 2, 1964) was a landmark legislation in the United States, originally conceived to protect the rights of Black people, the bill was amended prior to passage to protect the civil rights of everyone, and explicitly included women for the first time. The workforce has drastically changed since the passage of the act.
Title VII was amended several times after 1964. Congress passed the Age Discrimination in Employment Act of 1967 (ADEA) protecting individuals who are between 40 and 65 years of age from discrimination in employment. This was just three years after Congress had voted down an amendment to Title VII to include age discrimination as an unlawful employment practice (EEOC 2009. In 1972, Title VII was amended to include the...