Anti-discrimination law
The Civil Rights Act of 1964 was the first major development in anti-discrimination law in the US, though prior civil rights legislation (such as the Civil Rights Act of 1957) addressed some forms of discrimination, the Civil Rights Act of 1964 was much broader, providing protections for race, color, religion, sex, or national origin in the areas of voting, education, employment, and public accommodations. This landmark legislation led the way for other federal legislation, which expanded upon the protected classes and forms of discrimination prohibited under federal legislation, such as the Fair Housing Act or the Americans with Disabilities Act. These protections have also been expanded through the courts interpretation of these pieces of legislation. For example, the 7th and 2nd circuit courts have both ruled that employment discrimination based on sexual orientation is a violation of Title VII of the Civil Rights Act. In addition to federal legislation, there are numerous state and local laws that address discrimination that is not covered by these laws.
History of women in the United States
One of the most important feminist successes of the early 1970s was when Nixon signed into law the Equal Employment Opportunity Act of 1972 and Title IX of the Education Amendments of 1972. The Equal Employment Opportunity Act of 1972 gives the Equal Employment Opportunity Commission (EEOC) authority to sue in federal courts when it finds reasonable cause to believe that there has been employment discrimination based on race, color, religion, sex, or national origin. In the case of public employment, the EEOC refers the matter to the United States Attorney General to bring the lawsuit. Title IX of the Education Amendments of 1972 requires gender equity in every educational program that receives federal funding including but not limited to sports.