Civil Rights and Title Ix

Austin R. Morales

Title VII of Civil Rights Act of 1974 - Gender and Sexual Discrimination

Despite legislation for equal opportunities, sexism is still evident in the workplace. Women have made great advancements in the workforce and have become an integral part of the labor market. They have greater access to higher education and as a result, greater access to traditionally male dominated professions such as law. While statistics show that women are equal to men in terms of their numbers in the law profession, it is clear however, that they have not yet achieved equality in all other areas of their employment and education. Discrimination in the form of gender, sex and sexual harassment continues to be a problem in today’s society.
        Historically, females have been discriminated against in the United States based solely on their gender. Gender or sex discrimination may be described as the unfair treatment of a person in their employment because of that person's sex.  It is illegal to discriminate based on sex and it may result in negative effects on employment include pay, position and title, advancements and training opportunities or whether or not an individual is hired or fired from a job.
       The Civil Rights Act of 1991 amended Title VII and provided for monetary damages in cases of intentional discrimination or unlawful harassment. These damages include payment for future money losses along with emotional pain and suffering.
      In an article by Samantha Gluck on “The Effects of Gender Discrimination in the Workplace”, she starts out by saying; “According to TNS Research Surveys, 68 percent of women surveyed believe gender discrimination exists in the workplace. Federal law protects women and other minorities from discrimination in the work place. The Equal Pay Act of 1963 ended the practice of paying men more than women when performing the same jobs and duties. In 1964, the Civil Rights Act extended this protection to other minorities....