Part Seven of the Civil Rights Act passed in 1964

New Protections Against Discrimination in the Workplace

Before the enactment of Title VII of The Civil Rights Act of 1964, employers had the power to discriminate against job applicants and employees based on their race, religion, sex, or national origin. Whether someone was Black or white, Jewish, Muslim, or Christian, a man or a woman, Italian, German, or Swedish, employers could legally deny them a job, promotion, or assignments. However, with the passing of Title VII, new protections were established to prevent such discriminatory practices from taking place.

On June 15, 2020, the U.S. Supreme Court expanded the protections of Title VII by ruling 6-3 that discrimination based on "sex" also includes discrimination against gay and transgender individuals. This landmark decision emphasized that firing someone for being gay or transgender is a violation of the law.

Understanding Title VII of the Civil Rights Act of 1964

When Title VII was introduced, it made employment discrimination based on race, religion, sex, national origin, or color illegal. On June 15, 2020, the U.S. Supreme Court further clarified that discrimination based on sexual orientation and gender identity is also prohibited under Title VII. Companies with 15 or more employees are required to comply with these anti-discrimination laws, protecting both current employees and potential job applicants.

Additionally, Title VII led to the establishment of the Equal Employment Opportunity Commission (EEOC), which enforces the laws against employment discrimination and ensures that workers are treated fairly in the workplace.

How Title VII Protects You in the Workplace

Title VII safeguards employees and job seekers by prohibiting employers from making decisions based on characteristics like race, color, religion, sex, or national origin. Employers cannot use stereotypes or assumptions related to these factors when hiring, promoting, determining pay, providing benefits, or classifying workers. Harassment based on these protected categories is also strictly prohibited under Title VII.

In addition, the Pregnancy Discrimination Act of 1978 amended Title VII to protect pregnant women from discrimination in employment matters. If you experience discrimination in the workplace, you can take action by submitting a complaint to the EEOC through the Public Portal or visiting an EEOC field office.