Today's employment practices were defined by the Title VII of the Civil Rights Act of 1964. The law sanction in the year 1964 bans discrimination in employment based on religion, national origin, race, color, or gender. From the beginning, Title VII has advanced the laws regarding anti-discrimination. The laws are intended to "promote fairness, equality, and opportunity within the workplace" (Bennett-Alexander & Hartman, 2003, p. 5). This paper will reflect on the history and evolution of Title VII and observe its impact in the working environment. This paper will also recognize the people who are protected under the Title VII act. The paper will conclude with reviewing the policies and procedures any business should have implemented to minimize Title VII claims of violations.
The Civil Rights Act of 1964 was voted and approved soon after the March on Washington event. It was the largest march in the United States history and citizens of all colors and race pull together to demonstrate to the legislature no longer will racism be tolerated in the United States culture.
The Title VII section of the Civil Rights Act of 1964 was implemented to prohibit discrimination within the workforce. Rapidly, the Title VII laws became a vital arbitrator of rights (Bennett-Alexander & Hartman, 2001 p 115). Ever since the Civil Rights Act of 1964 and Title VII were passed the working environment has significantly changed. There are more minorities and women employees than ever before. Title VII offered protection against discrimination within the work place for people of all religion, national origin, race, color, or gender. This created the foundation to promoted fairness in employment and also provided an opportunity to supply protection against discrimination based on age and disability (Bennett-Alexander & Hartman, 2001. P 117).
Since 1964, the Title VII laws were improved...