ABSTRACT
Equal employment opportunity (EEO) is largely viewed as a means to prevent discrimination in the workplace. Title VII of the Civil Rights Act of 1964, for example, as amended, is intended to prevent discrimination on the basis of race, color, religion, gender, and national origin in public and private sector workforces. Affirmative action, however, which emerged in response to pervasive employment discrimination, embodies proactive efforts to redress past discriminations and to diversify the workplace in terms of race, ethnicity, gender, age, physical abilities, and so forth.
