Equal Employment Opportunity in the United States

Shakora Biggs [email protected]
Business Communication
BCOM 320-04
Tuesday/ Thursday, 9:40 a.m.- 11:00 a.m.
Ephraim Okoro, MBA, PhD
Fall 2016
Tuesday, December 6th, 2016 , 2016
Howard University
School of Business
Washington, DC










Throughout the years the United States has faced many challenges with equal employment opportunities for everyone. The United States has developed The Equal Employment Opportunity Commission, also known as the EEOC, to enforce laws that help prevent everyone from being treated unfairly when it comes to employment options. The EEOC has established stipulations and overlooks all of the federal equal employment opportunity regulations, practices and policies ("Federal Laws Prohibiting Job Discrimination Questions and Answers"). Some laws that have been passed are the Equal Pay Act of 1963, Title VII of the Civil Rights Act of 1964 and Age Discrimination in Employment Act of 1967. Although some discrimination is still a problem, all of these laws have helped the United States citizens become treated more equally in the work force.
According to Oxford's dictionary, the term discrimination is an action or practice that excludes, disadvantages, or merely differentiates between individuals or groups of individuals on the basis of some ascribed or perceive trait. Employers often express stereotypical v iews of blacks, rate black worker s as having weak er hard and soft skills than white workers, and openly acknowledge their own use of discriminatory r ecruitin g a nd screening pro cedures during the hiring process (Kirschen man and Neckerman 1991; Wilson 1996). As a result, employers hire blacks at far lower rates than whites e ven with controls for difference s i n levels of education (Holzer1996). Discriminatio n based on gender compounds issues of racial discriminatio n f or women of color, who report experiencin g double jeop ardy" (Suh 2000). Reports of discrimination do not appear to vary much by social class, although the frequency of such reports tends to increase with rising levels of education (Bobo andSuh2000).

The Equal Pay Act was established on June 10, 1963("The Equal Pay Act of 1963"). It is also referred to as the EPA. It was established to protect men and women who perform substantially equal work in the same establishment from sex based wage discrimination ("Federal Laws Prohibiting Job Discrimination Questions and Answers"). Determining if two employees who are doing the same job are difficult for one or the other is a way to help the government develop a decision that will not oppose the EEOC laws for that specific job. This law states that equal pay is required only for jobs held in the same geographic area. Furthermore, the law also specifies that jobs are the same if they are equal in terms of skill, effort, responsibility and working conditions. It is permissible to pay one employee more than another if the first employee has significant job duties. Companies are permitted to pay for differences in quantity and quality of production. In addition, it doesn't prohibit the use of a Merit System, meaning that an employer can pay a man more money if he is doing a better job than the female co-worker. With the same exemption as Merit System, Seniority Plans are also exempt which means that a company that ties pay notes to seniority can pay a man more if he has been with the company longer than the female co-worker. In conclusion the EPA indicates that any other factor other than sex may be used to justify different pay rates (Gomez-Mejia, Luis R.). Industries of commerce and productions of goods for commerce have depressed wages and standards of living based on sex, which resulted in the declaration of purpose. The EPA is necessary for every one's health and efficiency. The purpose of declaration is that discrimination of sex in the work force prevents the most efficient level of labor resources, causes problems within the labor force, prevents and burdens commerce and symbolizes an unfair competition between individuals. This is one of the reasons why the EPA is created to solve these complications. If employers use sex discrimination in the work force they will face penalties. Some penalties are fines and imprisonment, employers are liable for damages done to the