The Civil Rights Act Of 1964 Essay

The Civil Rights Act Of 1964 Essay

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The BFOQ
Title VII under the Civil Rights Act of 1964 was enacted on July 2nd, 1964 as a mitigation strategy to prohibit any form of discrimination on grounds of a person’s religion, sex, color, race or their national origin. The law was originally meant to solve the problem of discrimination witnessed during voter registration. It was also expected to solve discrimination present at workplaces and schools where there was widespread racial discrimination. However, the law has become an even more relevant tool and has seen to it that hiring and firing processes by many companies are adherent to it.
Case Study of Discrimination
In 1981, Southwest Airlines is told to have consulted the services of a marketing firm in an effort to boost the company returns. The marketing company in turn formulated an advertising campaign dubbed “The Love Airline” that mainly targeted male businessmen. The campaign sought to hire exclusively attractive flight attendants and ticket agents of the female gender in an attempt to attract male businessmen. Indeed, a significant rise in business was reported by the airline company as a result of the marketing strategy at the time. In response, Gregory R. Wilson and 100 other job male applicants filed a lawsuit against the airline company for having been denied jobs as a discrimination against their sex (Justia, 2016).
In their defense, the airline company stated clearly that it had legally examined the hiring criteria and classified it as a form of permissible discrimination under the Civil Rights Act of 1964 and therefore was the reason behind the failure to hire male applicants. Nonetheless, after the court trial, it was decided tha...


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...ct of 1964. Indeed, the unlawful and impermissible discrimination exercised by the airline company denied the male applicants the above mentioned privileges and thus was a just cause of action taken by Gregory R. Wilson.
Title VII should apply to every company regardless of the number of employees as it prevents discrimination on grounds of race, color, religion, sex, or national origin regardless of the number of employees a company has. As a matter of fact, race and color should not be permissible bona fide occupational qualifications even in situations that are legally acceptable. These is because the race and color of a person do not, logically, inhibit or affect one’s performance in any technical work environment and therefore should not be grounds under which any permissible bona fide is granted (Arthur, Doverspike, Barrett, & Miguel, 2013)
















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