Civil Rights Act 1964 Civil Rights Act 1964 was enacted in 2 July 1964. Before the amendment of this act equal treatment was not given to African- 
American women. This act deals in removing discrimination between people at the workplace, voting rights, educational institutions, etc. Further, this act prohibits discrimination by the business firms due to race, color, sex, etc. while doing the recruitment and selection of employees.
Through this act employees can be able to overcome the problems of discrimination at the workplace. This act includes ten titles, which contains the rights that act granted to the public. From all the ten titles, title 7th is the most difficult act, which cannot be easily enforced. This act prohibits the discrimination at the workplace regarding race, color, gender, religion, etc.
Equal Employment Opportunity Commission states that exclusion of individuals based on their past criminal history violates the Civil Rights Act 1964. This act provides proper guidance to the employer in selecting and removing the employees from the job yet it is very difficult to enforce. This act is difficult because of some contradictory principles create confusion in justified judgment. According to the law assignment help experts, there are various difficulties that have been analyzed in the enforcement of discrimination rights.
Sometimes, organizations are not able to manage its diversity program efficiently. These difficulties also arise due to the controversial and complexity in the statement of law itself. Laws do not provide clear statement in the context of the organization. Apart from this clear definition of discrimination is also not described in the laws. Civil Rights Act 1964 has provided actions programs to the organization, which is helpful in recruiting the women employees and minorities.
Various organizations took these programs as employment test on the basis of which companies make recruitment of minorities. This type of activities creates confusion in identifying the proper definition of discrimination. Minorities are selected on the basis of scores, given to them in employment test. Both employer and employees find it difficult to enforce this law in such type of condition. In order to overcome this type of difficulty, organization has to analyze the rules and regulations of laws very carefully (Gold, 2010). Omission of laws and any discrimination due to caste and creed need to be panelized. Apart from this organization should provide proof that other factors besides race, color, gender, etc.
Have been considered, while doing a selection. Employers should provide the business justification for all the actions that has been taken during employment. Equal Employment Opportunity (EEO) has lead to certain misconception that creates difficulty in enforcement. EEO law is applicable to the job related factors only in order to determine whether an individual is applicable for the job or not. Organization has to face misconception problems in case of managing the diversified workforce. Selection of large number of minorities also does not fulfill the rules of discrimination act. Organization has to make selection of employees in including all age groups, education, socioeconomic backgrounds, and religion.
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