Title VII Protections

Title VII Protections

Title VII Protected Classes

Title VII is an employment anti-discrimination law that bans discrimination and biases against certain classes of people. Although the law raises some controversy, it has significantly improved the working environment in the public and private sectors. A significant contribution of Title VII and its protected classes is improving the private sector workplace (Walsh, 2019). Previously, employers in the private sector had a free hand in their relationships with employees, exposing employees to potential discrimination. Also, banning discrimination and stereotyping of protected classes has led to a mindset change among employees. Some employers may have practiced such discrimination without even realizing they were being unethical.

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The protections offered by Title VII have also positively contributed to enhancing diversity in the American workforce. In 1970, minority communities comprised about 17% of the American workforce. However, that has since significantly changed, with minority communities creating 37% of the American workforce (Lytle, 2014). Without Title VII class protections, it would be impossible to sustain such diversity.

Specific Protections

Regarding race, Title VII requires that no employee should be denied employment based on race. Another critical protection revolves around disciplining employees. According to Title VII, all employees must be treated equally, and punitive actions must apply equally across all races. Also, employees should be treated equally when providing benefits, and no one should feel discriminated against (Roberts & Mayo, 2019).

According to the U.S. Equal Opportunity Employment Commission (n.d.), specific religious protections include grooming. For instance, organizations should not prevent a Muslim woman from wearing a hijab. Also, the scheduling of religious activities is protected under Title VII. An employee may request a rescheduling of their tasks to attend religious functions. Also, employees are protected against doing tasks that contradict their religious convictions. For instance, a practicing catholic pharmacy employee may be exempted from filling birth control prescriptions.

References

Lytle, T. (2014). Title VII Changed the Face of the American Workplace. SHRM; SHRM. https://www.shrm.org/hr-today/news/hr-magazine/pages/title-vii-changed-the-face-of-the-american-workplace.aspx

Roberts, L., & Mayo, A. (2019). Toward a Racially Just Workplace. Harvard Business Review. https://hbr.org/2019/11/toward-a-racially-just-workplace

U.S. Equal Opportunity Employment Commission. (n.d.). What You Should Know: Workplace Religious Accommodation | U.S. Equal Employment Opportunity Commission. Www.eeoc.gov. https://www.eeoc.gov/laws/guidance/what-you-should-know-workplace-religious-accommodation#:~:text=Title%20VII%20of%20the%20Civil

Walsh, D. J. (2019). Employment law for human resource practice (6th ed.). Cengage.

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Title VII Protections

Based on our readings and your personal experiences, describe Title VII and its protected classes. (1) Do you believe that these should be protected characteristics? Why or why not? (2) What specific protections are for race, color, and religion? (3) Support your views with research, facts, and examples.
Evidence is an integral part of academic writing and critical thinking. When crafting your responses, please use the textbook, resources, and any outside research you might conduct to support your statements.