Title VII Of The Civil Rights Act Of 1964

The United States Equal Employment Opportunity Commission defines Sexual Harassment as the, “unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature” (EEOC, n.d.). Title VII of the Civil Rights Act of 1964 explains that this type of workplace harassment is a violation when the unwelcomed sexual advances or requests are an implicit or explicit, “term or condition of employment” (EOCC, n.d.). In the years following World War II, the United States workforce has become increasingly diverse. A shift in society and world economics have increased the number of women, minorities, and international talent competing for positions. With this growing diversity, a change in the workplace environment occurred. The work norms of all male teams had to evolve. The attitudes and behavior of the once all male workforce began to show that it was not conducive to

In short, Title VII states, “It shall be an unlawful employment practice 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 of employment, because of such individual’s race, color, religion, sex, or national origin” (EEOC, n.d.). Furthermore, in the 1986 case of Meritor Savings Bank versus Vinson, the United States Supreme Court ruled that sexual harassment is a form of sex discrimination. “Since that case was decided, employers have known that they needed to take great care to address and prevent sexual harassment in the workplace” (Focus Law, 2015, p.20). This was a huge decision because sexual harassment fell under the jurisdiction of Title VII of the Civil Rights Act of 1964 and provided employees protection from sexual