Equal Employment Opportunity Commission

The U.S. Equal Employment Opportunity Commission is the federal agency tasked with enforcing civil rights laws against workplace discrimination. The Equal Employment Opportunity Commission (EEOC) was established by Title VII of the Civil Rights Act of 1964 to enforce federal laws that prohibit employment discrimination at the workplace and to eliminate illegal discrimination of employment. The commission strives to eliminate discrimination in employment through law enforcement. It also offers education and outreach intending to prevent employee discrimination. The commission strives to ensure the members of the public, employers, and other stakeholders are aware of their rights and how to prevent, address, and resolve discrimination in the workplace.

EEOC has long recognized the need to reach all segments of the nation’s workforce, including the many workers who read and speak languages other than English and may not be fluent in it (EEOC.gov, n.d.). The commission aims to educate the world that linguistic discrimination is linked to discrimination based on national origin. This shows that hiring, firing, and promoting workers is illegal based on their accents. The United States workforce has grown extensively over forty-eight years, making it more diverse. Therefore, there is a need to educate employers and provide technical capabilities to eradicate the issue of linguistic discrimination or any other form of discrimination.

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Title VII of the CIVIL Rights Act of 1964 is a group of federal laws that protect people from discrimination based on various aspects like race, national origin, disability, and gender. Linguistic discrimination is looked upon as a form of national origin discrimination. The Act shows that national origin discrimination is illegal, with many courts and federal agencies able to enforce this law. Language is tied to where the person comes making it possible for courts and government agencies to rule that linguistic discrimination is a type of national origin discrimination. Therefore, the federal law, Title VII of the Civil Rights Act, offers a remedy against linguistic discrimination as it is closely linked to national origin discrimination.

Since the enactment of Title VII of the Civil Rights Act, the number of immigrants, women, people of color, and older people have entered the workforce has increased. The number of those who have advanced into managerial positions has also increased. These changes in demographics have created opportunities and challenges for EEOC. The commission had had to address new forms of discrimination, including people and groups that speak languages that were rarely heard in the U.S. when Title VII of the Civil Act was passed in 1964 (EEOC.gov, n.d.).

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