Equal employment opportunity (EEO) began when President Franklin D. Roosevelt issued Executive Order 8802 in 1941. Executive Order 8802 ensured that every American citizen was guaranteed equal employment opportunities in World War II defense contracts, regardless of race, creed, color, or national origin. Today, the EEO legislation has affected businesses. The topics discussed will be, how the organization, as well as the individual employee, has rights, the effect it has on the customers, how it can improve an organization’s public relations, how it can diversify the workforce, and the effect it has on Human Resources Management of an organization.
Organization and Employee Rights
A. Equal Pay Act of 1963
“To prohibit discrimination on account of sex in the payment of wages by employers engaged in commerce or in the production of goods for commerce. June 10, 1963 [S. 1409]” (1). In other words, employers cannot pay a woman, who performs the same job as a man, less because of her gender. This act is an amendment to the Fair Labor Standards Act which states that it is illegal to pay workers lower wages strictly on the basis on their sex. B. Civil Rights Act of 1964
“Prohibits discrimination in employment on the basis of race, color, religion, sex, or national origin; created the Equal Employment Opportunity Commission (EEOC) to enforce the provisions of Title VII” (Bohlander and Snell 101). Discrimination was prohibited in public facilities, in government, and in employment. Segregating races in schools, housing, or hiring became illegal. C. Age Discrimination in Employment Act of 1967
“Prohibits private and public employers from discriminating against people age 40 or older in any area of employment because of age; exceptions are permitted when age is a bona fide occupational qualification” (Bohlander and Snell 101). Organizations are not allowed to discriminate against an older person, but if they cannot meet the demands of the...