Search results
Results from the WOW.Com Content Network
The Equality Act was a bill in the United States Congress, that, if passed, would amend the Civil Rights Act of 1964 (including titles II, III, IV, VI, VII, and IX) to prohibit discrimination on the basis of sex, sexual orientation and gender identity in employment, housing, public accommodations, education, federally funded programs, credit, and jury service.
Employment equity, as defined in federal Canadian law by the Employment Equity Act (French: Loi sur l’équité en matière d’emploi), requires federal jurisdiction employers to engage in proactive employment practices to increase the representation of four designated groups: women, people with disabilities, visible minorities, and Indigenous peoples. [1]
The pinnacle of anti-employment discrimination law in the USA is Title VII of the Civil Rights Act of 1964 which prohibits employment discrimination on the basis of race, color, religion, sex, and national origin. In this section, two theories are laid out: disparate treatment and disparate impact.
Following the murder of George Floyd in 2020, some companies made substantial commitments to racial equity by establishing dedicated diversity, equity, and inclusion teams. [75] In early 2024, the Washington Post reported that there is a trend in corporate America to reduce DEI positions and delegate the work to external consultants. [ 75 ]
Signed a year after the Civil Rights Act was passed, it explicitly required that employers who accept federal contract money take “affirmative action” not to discriminate against job ...
The Canadian Employment Equity Act requires employers in federally-regulated industries to give preferential treatment to four designated groups: women, persons with disabilities, aboriginal peoples, and visible minorities. Less than one-third of Canadian Universities offer alternative admission requirements for students of aboriginal descent.
The Act requires the elimination of artificial, arbitrary, and unnecessary barriers to employment that operate invidiously to discriminate on the basis of race, and, if, as here, an employment practice that operates to exclude Negroes cannot be shown to be related to job performance, it is prohibited, notwithstanding the employer's lack of ...
The Labour Relations Act 1995 also regulated the issue of fairness, not only in termination but during employment, too. In 1998, however, most of the law on unfair labour practices was removed from the Labour Relations Act 1995 and put into the Employment Equity Act (EEA).