"Title VII of the Civil Rights Act of 1964 is the single most important piece of legislation that has helped shape and define labor law rights in this country (Bennett - Alexander & Hartman, 2001)". Title VII prohibits discrimination on the basis of race, color, age, sex, disability, religion, and national origin. However, it was racial discrimination that was the driving force behind the law that created a vortex of discrimination to be amended in Title VII. Title VII was a challenging section of legislation, a never-before-attempted endeavor that made passing the law an extremely difficult task. This article will discuss the evolution of Title VII and the impact Title VII has had on the workforce. The Civil Rights Act of 1964 was passed soon after the March on Washington milestone. In the largest march ever held in the United States, people of all races and colors gathered to demonstrate to the legislature that racism would no longer be acceptable in society. Title VII, the section that deals with discrimination in the workforce, is a small part of a larger piece of legislation. Title VII, of the Civil Rights Act, quickly became the most important arbiter of rights under the new law (Bennett-Alexander & Hartman, 2001). The workforce has changed dramatically since the law passed. Women and minorities are engaged in the workforce now more than ever. With the passage of Title VII, the door opened to prohibiting employment discrimination and creating equity in employment (Bennett-Alexander & Hartman, 2001). Protection against discrimination based on age and disability was provided soon after. Title VII was amended several times after 1964. Congress approved age discrimination in... half of the document... discrimination shall not occur. It is also important to post some of the Title VII laws, so that employees understand what to do if they feel discriminated against. Title VII of the Civil Rights Act of 1964 has grown in recent decades to ensure that employees, as well as employers, are protected against discrimination in employment. It is extremely important that both employers and employees know and understand what the law means and how to handle such acts of discrimination. As more and more amendments are signed into law, employers must have clear and concise policies to help combat discrimination. References Bennett-Alexander, Dawn D. & Hartman, Laura P. (2001). Employment Law for Business (3rd ed.). New York: McGraw-Hill Primis Custom Publishing. Downloaded February 4, 2008 from http://www.eeoc.gov database