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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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