![]() That began to change with the Age Discrimination in Employment Act of 1967. Age and physical/mental disabilities weren’t protected under civil rights laws yet. ![]() At this point in time, a charge of discrimination only applied to the basis of race, religion, and gender. While the EEOC formed in 1964, it wouldn’t officially open its doors until July 2nd, 1965. Equal Employment Opportunity Commission, an independent government agency in charge of enforcing the Act. The Act applied to all private employers, labor unions, and federal agencies. Johnson, Title VII officially prohibited workplace discrimination. To answer that question, we must go back to Title VII of the Civil Rights Act of 1964. What is equal employment opportunity, and where did it come from? ![]() Stay tuned to learn more about equal opportunity employment, including its history, legal requirements, and why you should become EEO compliant at your organization. Nobody wants to experience discrimination in the workplace or anywhere else, and being an equal opportunity employer lets everyone know that you don’t tolerate it. You must also avoid employment discrimination in the areas of:īeing an equal opportunity employer will keep you in legal compliance and reflect a positive image for your organization. Yet, equal opportunity employment stretches beyond the hiring and firing process. Instead, you should only hire job applicants based on their past performance, skill set, experience, and other objective criteria. Or visit Victorian Discrimination Law, our digital resource for practice guidance, case law and analysis of anti-discrimination laws in Victoria.If your organization has 15 employees or more, you’re legally required to follow equal employment opportunity laws that exist to fight workplace discrimination.Īs an employer, you can’t discriminate against people for having specific protected characteristics, such as: For more detailed informationĭownload the Equal Opportunity Act 2010 quick guide for an overview of the Act. People can also take a complaint directly to the Victorian Civil and Administrative Tribunal for determination. The Commission provides a free dispute resolution service to help people resolve their complaints of discrimination, sexual harassment or victimisation. Complaints under the Equal Opportunity Act This means that, instead of simply reacting to complaints of discrimination or sexual harassment, organisations must be proactive about discrimination and take steps to prevent it from occurring. ![]() The Act includes a positive duty to eliminate discrimination, sexual harassment and victimisation as far as possible. It is also against the law to sexually harass someone or to victimise them for speaking up about their rights, making a complaint, helping someone else make a complaint or refusing to do something that would be contrary to the Equal Opportunity Act. Under the Equal Opportunity Act it is unlawful to discriminate against a person because of a protected personal characteristic. This includes identifying and eliminating the systemic causes of discrimination and promoting the progressive realisation of equality. The law, therefore, plays a critical role in providing a framework to recognise rights and to eliminate discrimination, sexual harassment and victimisation as much as possible. Victoria’s Equal Opportunity Act recognises that discrimination can cause social disadvantage, and access to opportunities is not equitably distributed through society.
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