Sample Human Resource Management on Title VII violation

The federal law Civil Rights Act of 1964 under Title VII forbids any employer from segregating workers based on their religion, color, race, or national origin. The act defends employer selectiveness against any of their staffs concerning their compensation, terms, conditions, or employment rights built on their different aspects such as sex, individuals color, national origin, religion, or race. The act forbids employment in terms of recruitment, hiring and firing, transfers, promotions layoffs, or recall of employees (Aronson, 2016). Additionally, it also protects employees from discrimination against payment, retirement plans, disability leave, or other terms of employment. Moreover, the section also forbids retaliation against someone for exercising his/her rights under Title VII.

Example of Title VII Violation

Title VII violation instance in an organization may include refusal to employ an applicant based on his/her sex or color. Color discrimination may include refusal to hire an African to an Asian firm due to skin pigmentation. Sex discrimination occurs when women and men situated similarly are treated differently based on their gender (Wesler, 2018). Violation also includes intentionally repeating unsolicited gestures or verbal comments or unwelcome physical contact of sexual nature to other people. These forms of discrimination may be present in organizations, even if the organization’s policy has a low impact on an individual or a particular group based on their gender.

Human Resource and Title VII Violation

The human resource department is in a significant position to prevent discrimination in the workplace by initiating several steps, such as educating all the employees about bias and forms of discrimination and encouraging respect for racial and cultural differences in the organization. The department should ensure enforcement of the workplace policies; thereby prevent cases of any of discrimination and harassment (Kim, 2017). Additionally, employees should be educated to respect each other’s differences. The department should also ensure there is a detailed structure of how managers and supervisors respond to cases of discrimination in the workplace. Moreover, employees should avoid offensive cultural remarks or race-based pranks as this may initiate discomfort to the involved individual or groups.

EEOC and Discrimination in the Workplace

Equal Employment Opportunity Commission (EEOC) is a federal agency tasked with enforcing civil rights rules that outlaw any form of job discrimination. The agency has a leading role in the interpretation and enforcement of the federal laws that prohibit discrimination in the workplace (Juban & Gardner, 2020). Additionally, the agency initiates the investigation charges of harassment and discrimination and attempts to settle the charges when found. In cases where the charges cannot be resolved, the EEOC may file a lawsuit on behalf of an individual or the public. Furthermore, the agency also prevents discrimination through outreach, education and conducting workshops, and assistance programs before discrimination cases occur.

Example of EEOC Violation

EEOC violation in an organization may involve discrimination by retaliation, whereby an employer fires an employee because of making a discrimination charge to the EEOC. Under civil rights, it is illegal to treat a worker differently from others or fire him/her because of making a complaint against the employer (Ishii, 2019). In these instances, when the agency decides to file a lawsuit against the employer in court, the employer might be forced to pay back the employee salary and other damages caused to the employee.

Human Resource and EEOC Violation

The human resource department could have educated the employers and employees on the different forms of discrimination in the organization. The department could have also ensured that the organization is aware of EEOC agency and the roles it can perform towards providing workers’ protection (Ishii, 2019). Additionally, the department could have put strict measures and not allow, participate in, or condone harassment and discrimination.



Aronson, E. E. (2016). Perceived-As Plaintiffs: Expanding Title VII Coverage to Discrimination Based on Erroneous Perception. Case W. Res. L. Rev., 67, 235.

Ishii, J. A. W. (2019). EEOC v. Pape Material Handling, Inc.

Juban, R., & Gardner, L. (2020). To File or Not to File? How EEOC Claims Change with the Economy. Labor Studies Journal, 0160449X19897403.

Kim, P. T. (2017). Auditing algorithms for discrimination. U. Pa. L. Rev. Online, 166, 189.

Wexler, B. R. (2018). Let’s Call It What It Is: Sexual Orientation Discrimination Is Sex Discrimination under Title VII. . Louis ULJ, 63, 133.