I’ve learned few things about the EEOC that I wasn’t aware of. First, the EEOC doesn’t investigate companies of 15 more employees. Those organizations with less than 15 employees’ files complaints with the local workforce commission. Secondly, I learned that American workers employed by U.S. organizations oversees enjoy the same broad protections as workers in the U.S. The EEOC has the accountability to review discrimination complaints on the federal and state level.

·       The prohibits discrimination based on race, color, religion, sex or national origin.

·       Title VII prohibits not only intentional discrimination, but also practices that have the effect of discriminating against individuals because of their race, color, national origin, religion, or sex.

·       After President Kennedy assassination on November 22, 1963, President Johnson pushed the bill forward. The United States House of Representatives passed the bill on February 10, 1964, and after a 72-day filibuster, it passed the United States Senate on June 19, 1964.

·       The laws are enforced by the Equal Employment Opportunity Commission (EEOC), which makes it unlawful for organizations to discriminate against employees and job applicants on the bases of race, color, religion, sex, national origin, disability, or age.

 

The ADEA prohibits employment discrimination against persons 40 years of age or older (Pub. L. 90-202) (ADEA). https://www.eeoc.gov/statutes/age-discrimination-employment-act-1967

 

·       The statue prohibits discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual's age.

·       The Senate and House of Representatives of the United States of America in Congress assembled, that this Act may be cited as the Age Discrimination in Employment Act of 1967.

·       The EEOC shall undertake studies and provide information to labor unions, management, and the general public concerning the needs and abilities of older workers.

 

Ann Hopkins sued her employer Price Waterhouse when it refused to offer her partnership.

 

Employer to her she should walk more femininely, talk more femininely, and have her hair styled.

 

US Supreme Court rule that treating a female employee differently because she didn’t conform to a gender stereotype was sex discrimination.

 

·       It is illegal to discriminate in any aspect of employment, including: compensation, assignment, or classification of employees; other terms and conditions of employment.

 

·       Denying employment opportunities to a person because of marriage to, or association with, an individual of a particular race, religion, national origin, or an individual with a disability. 

 

An organization’s executive team and managers need to acknowledge and accept the problem first. Without full buy-in, messaging will fall flat, and strategies won’t stick.

 

Hire an outside expert who’s skilled in organizational change. This person should gather data on the make-up of the employee population, consider how the leadership team reflects the ratios, and make recommendations for incremental changes.

I learned more about the Civil Rights Act (Pub. L. 88–352, 78 Stat. 241, and the affected it have on private organizations in the south. This assignment made me realize there’s more work to be done within my organization to prevent workplace discrimination.

 

·Avoid race-based or culturally offensive humor or pranks. When in doubt, leave it outside the workplace.

·Respect cultural and racial differences in the workplace.

·Be professional in conduct and speech.

·Be pro-active. Report incidents of inappropriate, discriminatory, harassing or abusive behavior to your supervisor, Human Resources department, union, or management.

·Refuse to initiate, participate, or condone discrimination and harassment.

·Familiarize yourself with the company's workplace policies and act responsibly.