Essay On Civil Rights Act
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Affirmative Action under Title VII of the Civil Rights Act Of 1964
No matter how right it may appear, liberating a person who has been hobbled by chains and expecting him to compete equally with others is completely unfair (Lyndon Johnson, 1965). There is need to empower such a person by creating a favourable environment for him to compete effectively. The civil rights act 1964 was created to respond to the constitutional question on whether the constitution’s prohibition of denying equal protection guaranteed banning of the use of racial, ethnic or gender criteria in the attempt to bring justice.
In 1964 congress passed a public law in response to the question of ethnic gender and racial discrimination and to ensure protection and equality for employees. This law covered a number of issues that affected equality among different people. For instance, the provisions on the civil rights act forbade discrimination that was based on sex and race in hiring, promoting and firing employees in all organizations.
The word sex was included in the bill towards the end sessions of the formulation of civil rights act. Different affirmative action programs were initiated in order to break down both the visible and invisible barriers to equality. In the end section 703(a) of the constitution made it unlawful for an employer to refuse to hire, discharge or discriminate against any individual with respect to his employment privileges because of his/her color, sex or race.
In 1980, the Supreme Court in Fullilove V. Klutznick enacted a 10 percent minority business set-aside of federal funds for state and public works. This was to ensure that grantees would not employ discriminative procurement practises. Even so, the battle against inequality was not over, the court still took another case to decide whether seniority would assess the order of layoffs in Memphis fire department. In 1987 testimony before congress, Reynolds confirmed that the fire department would drop the use of goals and timetables as a remedy to correct discrimination. The department had been relying on recruitment programs as remedies to discrimination, but ignored the number of minorities or women who were being hired or promoted.
Reference
Clark, C.(1999).Sexual Harassment: Men and Women in Workplace Power Struggles." Washington, DC: Congressional Quarterly, Inc., 1991.
Turning Boomers into Boomerangs—The Ageing Workforce. The Economist. 18 February 2006.
