One of the most important pieces of
legislation of the twentieth century was signed fifty years ago this week, on
July 2, 1964. That was the day President Johnson, just a few hours after House
approval, signed the Civil Rights Act into law.
The Civil Rights Act of 1964 outlawed
segregation in businesses such as theaters, restaurants, and hotels. It banned
discriminatory practices in employment and ended segregation in public places
such as swimming pools, libraries, and public schools.
That 1964 piece of legislation
was highly significant. An article in the Huffington Post asserted that it “affected the
nation profoundly” and “changed American history.” While it did not solve all
the problems of discrimination against African-Americans immediately, it did
lead quickly to great improvements.
To give but one example, in
Mississippi voter registration of the eligible black population increased from
under 7 percent in 1965 to more than 70 percent in 1967.
Back in 1964, the term “civil
rights” was used almost exclusively for the rights of African-Americans. In
recent years that same term has increasingly been applied to the rights of LGBT
persons.
Last semester one of my
African-American students, who was considerably older that most of the other
students in the class, objected to my use of “civil rights” to refer to what
are also called gay/lesbian rights.
But civil rights should be
enjoyed by all Americans, and gays/lesbians are the main segment of society
today whose rights are often unprotected.
On November 7, 2013, such a bill
passed by the Senate with bipartisan support by a vote of 64-32. President
Obama supports the bill’s passage, but opposition in the Republican-dominated
House of Representatives has kept the bill from becoming law.
Consequently, on June 16 it was
announced that the President plans to sign an executive order banning
discrimination against gay, lesbian, bisexual and transgender employees by
companies that do business with the federal government.
The President’s order will
implement on a limited scale what the White House would like to see Congress
pass into law for the entire nation.
A June 23 article in Bloomberg Businessweek is
titled, “Most Americans Think It's Illegal to Fire Someone for Being Gay.
They're Wrong.” That article goes on to point out,
Most U.S. states lack explicit legislation barring discrimination against LGBT employees; current U.S. law is uneven, limited, and ambiguous. Only 21 states and the District of Columbia bar firing employees for their sexual orientation. Of those, 18 (and again, Washington) also ban firing transgender employees.
The President’s upcoming
executive order is surely a step in the right direction. It’s a real shame,
though, that there cannot be bipartisan support for the Employment Non-Discrimination
Act of 2014 as there was for the Civil Rights Act fifty years ago.
I
remain baffled that the Republican Party wants to be known as the party that is
for discrimination against a
sizeable segment of the U.S. population.