Respond 1: Arguably, one could easily say African Americans had the greatest impact, but historical data shows that more than 60% of women came into the workplace post the Civil Rights Act. While i
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Arguably, one could easily say African Americans had the greatest impact, but historical data shows that more than 60% of women came into the workplace post the Civil Rights Act. While it did ‘end’ segregation and discrimination in the workplace for African Americans, I’d state that everyone benefited from the legislation. The one group that’ll have the greatest impact in the 21st century will most likely people that identify as gay, lesbian, and all the other categories that I just can’t keep up with. Most states already have new legislation that also make discrimination based on sexual orientation and gender identity illegal.
I do not believe Amanda was discriminated against based under Title VII because taking and passing the test is a general requirement of the position. Title VII of the Civil Rights Act of 1964 – also known as the Fair Employment Practices Act – as amended in 1991, prohibits discrimination in all areas of an employment based on race, color, religion, national origin, and sex (including pregnancy, childbirth, or abortion). Although every step in the employment process is covered by Title VII to include, compensation, training programs, promotion, demotion, transfer, fringe benefits, employer rules, working conditions, and dismissals are all covered, they cannot just give Amanda the position without her meeting the requirements of passing the test for the position. Amanda has a right to file an EEOC complaint, although I do not believe the store discriminated against her under Title VII because there is no evidence to show the store used disparate treatment against her, had a disparate impact on her, and there were patterns of practice of discrimination. Now, if the store had a person in mind and hired the person regardless of the test, I could see this as discrimination against Amanda.