Title VII Paper
MGT 434
October 13, 2014

Prior to 1965, discrimination was a common occurrence. People were treated differently based on age, sex, race, religion, and national origin. This discrimination occurred in voting practices, public places, and schools; affecting many families. The Civil Rights Act of 1964 was enacted to help African Americans receive fair treatment and was later amended to include women and other minority groups (EEOC, n.d). The following paper discusses the milestones that lead to Title VII, changes that occurred over time, and how the Act applies in the workplace. The paper will also cover who the Act protects, workplace compliances, disparate impact discrimination and disparate treatment discrimination, and how sexual harassment fits this Act.
The History and Evolution of Title VII
The Civil Rights Act of 1964 was created with a sense of urgency when the nation witnessed the harsh treatment of protestors fighting for the civil rights movement.   President Kennedy sent the legislation to Congress and even though many Congress members were against the civil rights legislation, they also understood the need to address the nation’s unrest over the matter. This moment is best recognized by the approximate 250,000 Americans that marched Lincoln Memorial in 1963 as well as the iconic “I Have a Dream” speech by Dr. Martin Luther King, Jr. There was an obvious need for the Civil Rights Act but the process to pass the act was a difficult task. The Act was so controversial that it led to the loss of President Kennedy, threatening to end the legislation. However, President L. B. Johnson stepped in and ensured the success of the Act (EEOC, n.d).
The first amendment made, and most impacting portion of the Act, was the inclusion of the employment section better known as Title VII. Title VII prohibited employment discrimination or retaliation based on a person’s race, color, national origin, religion, or sex. Later amendments included the...