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I just left my job today feeling wonderful because a proposal I had submitted was approved! How wonderful it is to have such a great job with supporting team members who are all working together to make our efforts in the workplace fruitful. I am a 1-year-old female, and 40 years ago it would be very rare to hear of such an accomplishment from someone of my gender. 40 years ago, about the only restrictions employers faced when dealing with employee operations were laws that pertained to wages, work hours, minimum ages and child labour. Boy did they have it easy! Thanks to a very famous march lead by a very famous Dr. Martin Luther King Jr., Legislation became aware of a greater need in regulation in the workplace. Discrimination would need to be abolished, but it would have to begin in the workplace to see results in other arenas such as housing, education, and general public activities and facilities.
Title VII grew to protect those who were discriminated against for their age, disabilities, and Vietnam Veteran status. These protections would continue to grow through the years to also cover "Affinity Orientation" and marital status in some states as well. Title VII was Amended several times. In 17, it was amended under the Equal Employment Act, and in 178 it was amended under the "Pregnancy Discrimination Act" following the category of "gender discrimination." Then in 11, under the Presidency of George Bush Senior, Title VII was amended to also include jury trials.
For many employers, Title VII was not a welcome initiative. Many adjustments had to be made, and some were costly. For those who were disabled, special ramps and accommodations had to be made. Even employees had to make special adjustments to their workplace environment in some cases as to not offend or discriminate those who were protected under Title VII. Certain prejudices that were apart of the employers mindset, had to be set aside in order to comply with Title VII. This isn't always an easy task considering the generations before where this sort of discrimination was completely acceptable. This was a huge growth period for America, and it continues to be so. For women, this meant equal opportunity, and roles were and are changing as well. The strains of this adjustment can be felt not only within the workplace, but the home and economy as well. With more women working, the economy shifts. Roles at home change, and because of this, employers need to be more accommodating to women with children. As America seeks for greater equality, there are and will be constant hiccups.
With Title VII in place, it is important to know who is protected and not protected. What Title VII does is protect an individual who is either applying for a job, being fired from a job, being trained for a job, being promoted or not being promoted for a job, being disciplined for something in an unreasonable manner or under little to no grounds, based on the color of their skin, their race, religion, their sex, or their national origin. Title VII will protect those who are being discriminated against through pay, training, benefits, terms of employment, as well as being laid off.
Not only are employers to follow the laws set under Title VII, but also unions, employment agencies, joint labor, and private employers. The only exception would be communist organizations, religious institutions, and Indian reservations that are given to right to preferential treatment to American Indians.
As Title VII takes greater shape in the workplace through understanding, and unfortunately "trial and error" companies have instilled different programs to make sure that they don't find themselves with a claim filed against them from the EEOC. Some companies even provide Day care so that women and men have the convenience of childcare onsite. Most companies have now implemented strict guidelines on what is acceptable within the workplace, with a fully knowledgeable Human Resource Department to ensure that the guidelines are implemented and successful. By basically making a "cookie-cut" of procedures within the workplace in so far as testing for promotions, training, promotional guidelines, and so forth that are formulated to abide by Title VII rules and regulations, the company can avoid most discrimination. All policies should be clearly outlined, explained, and agreed to by the employee upon hire.
Today I feel not only a great accomplishment in the efforts put forth in my own daily work ethic, but also a great accomplishment in America and it's efforts toward equality in the workplace. Title VII is in a sense, a mound of clay that can be molded as America continues to take shape.
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