President Donald Trump’s January 2025 executive orders targeting illegal diversity, equity and inclusion (DEI) programs have shone a spotlight on the federal laws that do prohibit discrimination. Following federal laws that prohibit job discrimination will help you protect your organization—and yourself—from violating them. Want to know if your organization’s inclusion and diversity programs or strategies are in compliance with SHRM’s best practices. Check out the BEAM Framework.
Title VII of the Civil Rights Act of 1964, which prohibits employment discrimination based on race, color, religion, sex and national origin.
The Pregnancy Discrimination Act of 1978, which amended Title VII to make it illegal to discriminate against a woman because of pregnancy, childbirth, or a medical condition related to pregnancy or childbirth.
The Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially equal work in the same establishment from sex-based wage discrimination.
The Lilly Ledbetter Fair Pay Act of 2009, which makes it easier to bring gender-based pay discrimination cases.
makes it easier to bring gender-based pay discrimination cases" ...
The Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older.
Title I, Title II, and Title V of the Americans with Disabilities Act of 1990 (ADA). Title I prohibits disability employment discrimination in the private sector, Title II in state and local governments, and Title V prohibits retaliation. The EEOC enforces Titles I and V.
Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and
The Pregnant Workers Fairness Act (PWFA), which prohibits discrimination based on an employee's need for a reasonable accommodation related to pregnancy, childbirth or related medical conditions.
The U.S. Equal Employment Opportunity Commission (EEOC) enforces anti-discrimination laws. See Federal Statutes, Regulations and Guidance for detailed information on these federal laws.
An organization run by AI is not a futuristic concept. Such technology is already a part of many workplaces and will continue to shape the labor market and HR. Here's how employers and employees can successfully manage generative AI and other AI-powered systems.
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