OutSolve’s EEO colleague, Toni Ahl, is an occasional contributor to our blog. The views, thoughts, and opinions expressed in this article belong solely to Toni and do not necessarily reflect the viewpoint of OutSolve or its employees.

The Civil Rights Act of 1964, signed into law on July 2, 1964, marked a monumental step in the fight for equality in the United States. Initially introduced by President John F. Kennedy, the act faced significant opposition before it was ultimately passed and signed by President Lyndon B. Johnson.

The original legislation introduced to Congress did not contain sex as one of the traits protected under Title VII of the act.  Interestingly, the inclusion of sex as a protected category was a strategic move by opponents of the bill, hoping it would prevent its passage. However, this tactic failed, and sex discrimination was rightly included in the final legislation.

In 1964 I would guess that Congress would not have imagined how coverage under the act has been expanded through the years. I’m sure that they did not imagine that coverage would be provided for pregnant employees as it was when the Pregnancy Discrimination Act was passed in 1978 as an amendment to Title VII of the Civil Rights Act. As time goes on, the Equal Employment Opportunity Commission (EEOC), has issued policy guidance on all aspects of employment discrimination covered by Title VII.

The newest policy guidance issued by EEOC deals with harassment and covers all of the statutes enforced by EEOC and not just Title VII. As time goes on, EEOC continues to consider emergent issues employees may face in the workplace and whether these issues may fall under the purview of the Commission. We are fortunate to have individuals who continue to monitor how employees are treated in the workplace and who issue guidance for organizations and employers to comply with the laws.

In 2025, EEOC celebrates its 60th anniversary. Title VII of the Civil Rights Act of 1964 allowed for the creation of EEOC. The Commission began operating in 1965 and is still expanding to continue its mission of eradicating employment discrimination by its enforcement and education efforts. You may locate your nearest EEOC office at www.eeoc.gov

July is also Disability Pride Month. It was 32 years ago when EEOC began enforcing the Americans with Disabilities Act of 1990. And, although there are more people with disabilities who are employed, there is still a long way to go. If you are interested in exploring employment of people with disabilities at your organization, DisabilityIN has a free social media toolkit to promote awareness and inclusivity.

If your organization needs further information about Title VII or other statutes EEOC enforces, fee free to reach out to me at eeoadvantage@gmail.com