Executive Order 11246 was issued by President Johnson in 1965 to improve the economic and social status of a protected class of individuals (e.g. women and other underrepresented groups). The order requires government contractors and subcontractors to take affirmative action to ensure that applicants and employees are not discriminated against.
Hostile environment is one of two types of sexual harassment claims: (1) frequent, nontrivial acts of a sexual nature that create the effect of a hostile, offensive, or intimidating working environment that interferes with a person's ability to work, or (2) a hostile environment that can interfere with a student's ability to learn or participate fully in the education process.
Pay inequity is found when women and men who perform jobs that are equal in skill, effort, and responsibility are paid differently. Women who file a complaint under the Equal Pay Act must show that they are paid less than men who perform jobs that are equal in skill, effort, and responsibility.
Quid pro quo is one of two types of sexual harassment: (1) unwelcome activity of a sexual nature in exchange for tangible job/educational benefits; or (2) the loss of tangible job/educational benefits because of the rejection of such activity.
Sex discrimination is the favoring of one individual or group over another on the basis of gender or stereotypical assumptions associated with gender.
Sexual harassment is deliberate, repeated, and/or unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature. Sexual harassment constitutes legally actionable sexual harassment when
- Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment or, under Title IX, educational benefits; or
- Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such an individual (or educational decisions under Title IX); or
- Such conduct has the purpose or effect of unreasonably interfering with an individual's work or school performance or creating an intimidating, hostile, or offensive working or learning environment
Title VII of the Civil Rights Act of 1964 prohibits employment practices that discriminate against individuals on the basis of race, color, religion, sex, or national origin. In 1978, Title VII was amended to prohibit pregnancy discrimination as a form of sex discrimination. Registration and enforcement are administered by the Equal Employment Opportunity Commission (EEOC).
Title IX of the Education Amendments of 1972 prohibits sex discrimination in educational programs and activities receiving federal assistance. Regulations and compliance are administrated by the U.S. Department of Education, Office for Civil Rights (OCR). (See also LAF's Title IX report, A License for Bias: Sex Discrimination, Schools, and Title IX.)
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