As an employer of a business there are many key factors to consider when conducting interviews and screening for potential employees. Do they have the adequate skills or education? Do they seem professional and responsible? Although these are essential qualifying factors some businesses may be tempted to discriminate against individuals for who they are, what they believe, or what they look like. Title VII was enforced to protect individuals against such acts of discrimination. It is essential for all employees as well as potential employees to know their rights. The following will explain the scope of Title VII and its application to the workplace.
Civil rights and equal opportunities are prevailing matters that have continuously gained consideration in the United States for many years, thus initiating numerous laws and amendments to govern policies that prohibit discrimination and protect individual's constitutional rights. The Civil Rights Act of 1964 makes it illegal to discriminate in specific sectors such as: voting, education, employment, public accommodations, and the disbursement of federal funds based on race, color, gender, national origin and religion (Bennett-Alexander, Hartman, 2007).
As a result of the Civil Rights Act, women and minorities were privileged to vote, acquire an education, and enter the workforce; however, equal opportunity in the workforce remained a critical area of concern, which prompted the implementation of a more comprehensive law. Accordingly, Title VII of the Civil Rights Act of 1964 was established, which is enforced by the EEOC (Equal Employment Opportunity Commission) and governs unlawful employment practices demonstrated by an employer, thus protecting the rights of all employees (Bennett-Alexander, Hartman, 2007).
The efforts of prominent civil rights leaders, such as Dr. Martin Luther King, Jr., and the historical civil rights protests and demonstrations to end legalized racism successfully fostered the Civil Rights Act of 1964 despite...