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Figure 1. Federal anti-discrimination laws apply to a broad range of actions, including hiring, termination, scheduling, compensation, and evaluation.[\/caption]\r\n\r\nThe intent of U.S. anti-discrimination legislation is to protect workers from unfair treatment. Illegal discrimination is the practice of making employment decisions based on factors unrelated to performance.<\/p>\r\n
In 1964, the United States Congress passed the first Civil Rights Act making\u00a0it unlawful for an employer to \"fail or refuse to hire or to discharge any individual, or otherwise to discriminate against any individual with respect to his compensation, terms, conditions or privileges or employment, because of such individual's race, color, religion, sex, or national origin.\"<\/p>\r\n\r\n[caption id=\"attachment_7981\" align=\"alignright\" width=\"300\"] Figure 1. Federal anti-discrimination laws apply to a broad range of actions, including hiring, termination, scheduling, compensation, and evaluation.[\/caption]\r\n\r\n
Over the years, amendments to the original act have expanded the scope of the law, and today the Equal Employment Opportunity Commission enforces laws that prohibit discrimination based on seven protected categories including age, disability, genetic information, national origin, pregnancy, race, color, religion, and sex. Federal anti-discrimination laws apply to a broad range of employee actions. Specifically, any employment decision - including hiring, compensation, scheduling, performance evaluation, promotion, firing or any other term or condition of employment - that is based on factors unrelated to performance is illegal.<\/p>\r\n
While the Civil Rights Act of 1964 did not mention the words affirmative action, it did authorize the bureaucracy to makes rules to help end discrimination.\u00a0Affirmative action<\/strong> in the workplace describes policies and practices that are aimed at eliminating unlawful discrimination, addressing the results of prior discrimination, and preventing discrimination in the future. The first federal policy of race-conscious affirmative action emerged in 1967 and required government contractors to set \"goals and timetables\" for integrating and diversifying their workforce. Similar policies began to emerge through a mix of voluntary practices and federal and state policies in employment and education. These include government-mandated, government-sanctioned, and voluntary private programs that tend to focus on access to education and employment, specifically granting special consideration to historically excluded groups such as racial minorities or women. One aspect of affirmative action is remedying the disadvantages associated with past and present discrimination. A further goal is to ensure that public institutions, such as universities, hospitals, and police forces, are more representative of the populations they serve.<\/p>\r\n <\/p>","rendered":" The intent of U.S. anti-discrimination legislation is to protect workers from unfair treatment. Illegal discrimination is the practice of making employment decisions based on factors unrelated to performance.<\/p>\n In 1964, the United States Congress passed the first Civil Rights Act making\u00a0it unlawful for an employer to “fail or refuse to hire or to discharge any individual, or otherwise to discriminate against any individual with respect to his compensation, terms, conditions or privileges or employment, because of such individual’s race, color, religion, sex, or national origin.”<\/p>\n Over the years, amendments to the original act have expanded the scope of the law, and today the Equal Employment Opportunity Commission enforces laws that prohibit discrimination based on seven protected categories including age, disability, genetic information, national origin, pregnancy, race, color, religion, and sex. Federal anti-discrimination laws apply to a broad range of employee actions. Specifically, any employment decision – including hiring, compensation, scheduling, performance evaluation, promotion, firing or any other term or condition of employment – that is based on factors unrelated to performance is illegal.<\/p>\n While the Civil Rights Act of 1964 did not mention the words affirmative action, it did authorize the bureaucracy to makes rules to help end discrimination.\u00a0Affirmative action<\/strong> in the workplace describes policies and practices that are aimed at eliminating unlawful discrimination, addressing the results of prior discrimination, and preventing discrimination in the future. The first federal policy of race-conscious affirmative action emerged in 1967 and required government contractors to set “goals and timetables” for integrating and diversifying their workforce. Similar policies began to emerge through a mix of voluntary practices and federal and state policies in employment and education. These include government-mandated, government-sanctioned, and voluntary private programs that tend to focus on access to education and employment, specifically granting special consideration to historically excluded groups such as racial minorities or women. One aspect of affirmative action is remedying the disadvantages associated with past and present discrimination. A further goal is to ensure that public institutions, such as universities, hospitals, and police forces, are more representative of the populations they serve.<\/p>\nAnti-Discrimination Legislation<\/h2>\n
Affirmative Action<\/h3>\n