Discrimination in the Workplace!


Did you know the Civil Rights Act of 1964 changed the way Americans think about fairness in the workplace?  Title VII of this law outlawed employment discrimination based on race, sex, color, religion and national origin and really changed the way Americans think about the concept of fairness.  I know it is hard to believe but The Civil Rights Act of 1964 is now celebrating its 50th anniversary this year!

So you might ask….how has this law impacted my workforce?  The nation’s increasingly diverse demographics are growing and if employers discriminate they will miss out on a larger pool of talent.  Women and minorities are treated more fairly when it comes to pay and promotions.  There is no doubt that hiring a balanced workforce can be helpful to your organization.

When Title VII was first passed, many cases involved people who weren’t hired because of their gender, race or other characteristics.  However, over time, the focus shifted from getting hired to fairness in promotions.  Women have arguably benefited the most from the civil right law.  Census figures show that women made up nearly 47 percent of the workforce in 2013 compared with about 29 percent in 1967.  It is interesting to note that many women today are still underrepresented in many of the best paying jobs.  So I say to all the women out there…. Go Out and Show Your Worth!!  Statistics show that less than 5 percent of Fortune 500 CEO’s are women.

To help enforce this law, the Equal Employer Opportunity Commission, (EEOC) was established.  The numerous lawsuits filed with the EEOC have actually helped define workplace protections and have forced companies to change unfair policies and practices.  Below are EEOC Charges that were recorded in 2013:

  • Retaliation – 41%
  • Race – 35%
  • Sex – 30%
  • Disability – 28%
  • Age  – 23%

These totals exceed 100 percent because many cases involve claims of multiple types of discrimination.  Employers need to make sure they have a policy to protect themselves and their employees in regards to the Civil Rights Act of 1964.    This policy can be communicated to employees by using a paycheck stuffer (2 times / year) reminding employees that you are an Equal Opportunity Employer who will not discriminate.  If you have questions about discrimination in the workplace or other questions regarding a HR matter, contact Susan Arnold at Susan@HROn-Call.com

HR On-Call, LLC is like having your own HR Department.  HR Services that are flexible and help you manage your needs without the overhead expense of a full-time employee.


Susan Arnold
HR On-Call, LLC
p. 515.401.2233
e. Susan@HROn-Call.com


A little more about us:
Susan Arnold, owner and lead HR Consultant at HR On-Call, LLC. Susan has 20+ years of HR experience and provides a HR presence to business organizations without the overhead expense of a full-time employee. Susan helps business owners improve employer/employee relationships and allows them to focus on their business while resting assured that they are in full compliance with state and federal law.

Areas of expertise:

  • Reduce Employer Risk and Liability
  • Customized Employee Handbooks
  • Performance Reviews
  • Improve Employee/Employer Relationships
  • Background Checks
  • Personality Assessments
  • Guaranteed EEO Compliance
  • Employee Retention
  • Recruitment / Hiring
  • Employee Discipline/Discharge

Susan is passionate about her customers and listens to their needs. If you are interested in any of the details above or would like more information about her services, please contact Susan!

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