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EQUAL EMPLOYMENT OPPORTUNITIES

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Running head: EQUAL EMPLOYMENT OPPORTUNITY 1
Equal Employment Opportunity
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EQUAL EMPLOYMENT OPPORTUNITY 2
This paper has comprehensively covered on the topic of Equal Employment opportunity.
It has focused on how laws and U.S Supreme Court decisions affected equal employment
opportunity. It has further established the name of the law or Supreme Court Case, the year the
law was passed or Supreme Court decision was decided, how it affected human resource
management and finally, it has outlined who/what group benefited the most from the outcome.
Equal Employment Opportunity is the provision of equal access to jobs, services, and
benefits for all prospective employees and current employees in the workplace. The EEO focus
at ensuring equitable and fair outcomes in all areas of employment that includes recruitment,
selection, supervision, management, and access to information (Burstein, 2011). Law and the
U.S Supreme Court have contributed in enforcing laws that promote Equal Employment
Opportunity.
Civil Rights Act of 1964 (Title VII) amended in 1972 states that, an employee cannot be
discriminated based on color, race, religion, sex, or nationality. This law prohibited the
employer, as violation would be unlawful. Specifically, it is unlawful for an employer to fail to
hire or discharge an individual with respect to his or her terms, privileges and compensation
because of such person’s religion, sex, nationality, or race (Klarsfeld, 2010).
This law affected human resource management greatly as it held the human resource
management to be accountable and responsible during recruitment, selection, and training of
employees. The human resource had to be restructured in order to reflect the expectations of the
law. The law prohibited the human resource from limiting, segregating, or classifying job
applicants or current employees in a manner that would deprive any individual of any

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EQUAL EMPLOYMENT OPPORTUNITY 3
employment opportunity or interfere with his or her status as an employee because of their
religious affiliation, gender, nationality, or race.
The major beneficially of the law was the minority, and employees. The minority
benefited as they were accorded same employment opportunity as well as the majority. The
benefited employees in such as it protected them from workplace discrimination based on
religious affiliation, sex, nationality, or race.
The Equal Pay Act (EPA) of 1963 (Later Amended in 1972) made it unlawful to
discriminate employee in pay on the basis of sex. The law was aimed at abolishing payment
disparity based on gender or bridging the gender pay gap. This was to ensure equal pay when
jobs require the same skills, involves equal work, same responsibility, and is performed under
same working condition.
The law had a great impact on human resource management, as it required of HR
departments to come up with principle and measures of ensuring that there is periodical
compensation assessment structures that which would ensure equal pay for equal work. After
assessment, the HR would then analyze and counter-check whether the organization is paying
competitive wages and focus on resolving any pay inequalities (Wright, 2008). The HR had to
make sure there is total restructuring of the assessment process in order to eliminate potential
violation of the law.
The major beneficially of the law was the women. The women’s salaries compared to
that of men have dramatically risen since the enactment of the law. The law has also led to many
women seeking employment as they are now protected from discrimination and can file for equal
pay claim in case their rights this is violated.

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