M1A2 response ms6018

Mataina Fakava 

Title VII of the Civil Rights Act of 1964
“Title VII of the Civil Rights Act of 1964 is a federal law that prohibits employers from discriminating against employees on the basis of sex, race, color, national origin, and religion. It generally applies to employers with 15 or more employees, including federal, state, and local governments. Title VII also applies to private and public colleges and universities, employment agencies, and labor organizations.”
On the basis of your definition of ethics, explain the law from both technical and ethical perspectives.
● In a technical perspective The Civil Rights Act of 1964 was first created to end segregations in schools, public establishments and employment. Thought to have first give help to African Americans, this bill was revised before passing to protect women, and plainly to include white people for the first time. Title VII itself is a federal law that prohibits most workplace harassment and discrimination. This covers all employees ranging from the private, state and local government and educational institutes with 15 or more employees. On top of stopping discrimination against sex, race, color, national origin and religion, these protections have been expanded to include protections against the basis of pregnancy, sex-stereotyping and sexual harassment of all employees. 
● In an ethical perspective Title VII of The Civil Rights Act was created to aid the call of those who were discriminated against. Many people of color were segregated and lacked “Civil Rights”, this bill was pushed by President John F. Kennedy and passed by his successor President Lyndon B. Johnson after the latter’s assassination. Helping to give the workplace a true gauge of a moral compass. Human Resources are true enforcers of this bill and is an important part of the history of the equal employment opportunity commission. 
On the basis of your perspective of what is ethical, identify areas in which the technical requirements of the law could pose as an ethical issue.
● A possible technical complication to this requirement of the law is when “sex” is being stated. Most people consider sex to be a part biological gender, DNA or pregnancy but not sexual orientation. Currently Title VII does not include discrimination based on sexual orientation. As a cited example, the case of Glenn Morrison who was fired from his work in the Office of Legislative Counsel when he spoke his plan for sex change surgery to become a woman. Another victim to this was retired U.S. Army Special Operations Colonel David Schroer was also fired from his post as Terrorism Analyst at the Library of Congress after he had undergone facial surgery and sex change operation to help him become a woman. These individual stories helped to further shape and opened doors for employers and lawmakers to see cracks within the bill itself. Finding more groups and individuals to be unrepresented and aid. The current change in the political climate, more brave souls that find themselves to identify with the LGBTQ+ are subjected to discrimination and harassment in the workplace. This can pose as a huge ethical and human rights issue. 
On the basis of your analysis, suggest potential solutions to the issue.
● Possible solutions for this issue can vary from sensitivity training to protective policies and support organizations. Sensitivity training helps groups understand what can be derogatory and what can help shine a light on situations that need clarity. Workplace culture were meant to be inclusive to all groups and Title VII was meant to give this need ease of access. Enforcing it in businesses can help with worth ethic and create a space for more ideas to flow. Minority groups that are unrepresented are less likely to be expressive of ideas in the workplace. Protective policies help ban this type of discrimination and helps deter negative. Lastly support organizations help give victims support and lets employees be allies and create community to combat LGBTQ+ discriminations in workplaces.