Equal Employment Opportunity Act
The Equal Employment Opportunity Act of 1972 (EEOA) is an amendment to Title VII of the Civil Rights Act of 1964 which strengthened protections against discrimination in the workplace in the United States. On March 24, 1972, the Equal Employment Opportunity Act of 1972 allowed the Equal Employment Opportunity Commission (EEOC) to implement the federal prohibition on job discrimination against persons because of race, color, religion, sex, or national origin.
Provisions of the EEOA
The EEOC now has austhority to sue the employer, their union and their employment agency. The Act made a change to who is covered under the law, lowering the threshold as of 1990. Where it had been 25 employees, the threshold was reduced to 15. This aimed to bring many other workplaces under the anti-discrimination law.
The Act also required employers to provide “reasonable accommodation” for employees’ religious practices unless doing so would impose an undue hardship on the employer. Respecting the ability to hold religious beliefs is important in the workplace.
Impact and Evolution
Thanks to the EEOA, things changed regarding employment and pay practices for businesses that had discriminatory practices in place. Studies reveal that the Act has boosted African American workers’ economic status by creating more job prospects and enhancing wages.
Although these improvements, problems persisted. The act in question was not effective in increasing the presence of black people in higher echelons of the federal civil service. Certain sectors were still slower than others in implementing the necessary changes. Challenges were still present. The Act did not do much to advance Black workers to high-level federal civil service positions. Studies showed certain sectors still had system barriers that were holding back Black workers.
Recent Developments
Over the past few years, the extent of protections under the EEOA has been the subject of litigation and policy changes. A major ruling made by the U.S. The U.S. Supreme Court’s June 15, 2020 decision in Bostock v. Clayton County expanded the scope of Title VII to include discrimination based on non-conformance with gender identity and sexual orientation. Wikipedia
But one executive order, Issued by Donald Trump, the President of the United States of America, on 22 January 2025 cancelled certain employment protections which have been in place since 1965.
Conclusion
The workplace has been impacted by the Equal Employment Opportunity Act of 1972. It provides inclusion and accessibility for all. The Act has laid a strong foundation for fair employment practices by empowering the EEOC and strengthening anti-discrimination protections. But, it has not been static over the years. The landmark Bostock v. Clayton County decision from the Supreme Court in 2020 guaranteed protections under the terms of the EEOA for sexual orientation and gender identity, showing that the EEOA is a living law. In other words, it can adapt at any time to the new economic realities of our nation.
But executive orders and policy changes show how flimsy these previously gained rights are. Discrimination, whether intentional or structural, occurs in various forms, showing us that the battle for equal hiring opportunity is far from over. Stakeholders like lawmakers, employers and employees need to be vigilant of and fight for progressive policies aimed at achieving fairness and inclusiveness. To move forward, the EEOC must be empowered to enforce laws and systems must be rectified.
As the workplace becomes more diverse, the EEOA’s legacy gives us hope, but it also reminds us there is more work to do to ensure total equality. This means that if more people, organizations, and the government resolve to come together to strengthen this act it can only make the future of working people a bright one.
