Title VII states that it is unlawful for an employer to discriminate against a prospective employee from being hired based on the individual's " race, color, religion, sex, or national origin" (Bennett-Alexander, Hartman, 62).
Even though this law covers the typical discriminatory aspects, it was the racial discrimination that was the spear head for Title VII. Beginning from African Americans being recognized as just slaves or an owner's property, our country strived to create new relations with the African American community. However, there were laws that regulated blacks and whites being separated in every component of daily living. An example of this separation law applied to blacks and whites being separated in schools as well as in public facilities.
Since Title VII was passed in 1964, the appearance of the work environment has altered dramatically. Even though Title VII applies to everyone, it has open doors mainly for women and minorities. There are more women and minorities that have been able to become gainfully employed. .
Title VII in the Workplace.
Title VII places a new impact in the workplace; considering that fifty or more years ago, when discrimination was expected, or more so accepted. In today's society, Title VII allows the work performance of any individual to be measured by, just that, their work performance; allowing sort of a blind eye to race, religion, natural origin, gender, etc. .
Title VII's bases was made on the fact that we are all equal and can perform just about the same skill or trade without loose comparison to "what type of person" was performing the job. In the workplace, Title VII is supposed to ensure equality and balance at all levels of employment.
Who Is and Is Not Covered?.
Title VII includes all " levels and types of employees" (Bennett-Alexander, Hartman, 69). Labor laws do not cover certain types of managerial employees, wage and or hourly employees; however, Title VII applies to all public (governmental) and private companies employees.
