Although Title VII passed in 1964 there were challenges to this racially divided country ten years prior with the defeat of the separate but equal educational facilities doctrine in 1954. The US Supreme Court’s decision in the Brown v. Topeka Board of Education paved the way for citizens to challenge the infringement of rights on the black citizens of this country. During this time there were sit ins, freedom rides and demonstrations for the right to nonsegregated public accommodations, transportation, municipal parks and many other public places that kept the black minority out. In 1963 Dr. Martin Luther King Jr., marched on Washington D.C., along with hundreds of thousands of people from all walks of life and color and gave his “I have a dream” speech. With this solidarity from around

Although the Civil Rights Act proved to be the most significant piece of legislation of the time. The ability to adapt and amend it made it even better than first written. With this in place it gave those employees, who were covered by it, some piece of mind and power over discriminating acts, and a way to protect themselves from it. This legislation also gave employers guidelines in which they can use to create a better work environment and tools to prevent violations from arising.

The coverage under Title VII is for all level and types of employees. The 1991 overhaul further extended the coverage for US citizens working outside the United States for an American employer. It even covers non-US citizens working inside the United States but not outside of it.

An example that an employer can use in order to avoid having a Title VII violation is to accept what Title VII can do for the workplace. The best way for an employer to avoid any of these violations is to know and understand its requirements under the law. Title VII states:

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