5 unsung films that dramatize America’s rich labor history
‘The Salt of the Earth,’ made during the height of the post-World War II Red Scare, was blacklisted. IMDB
Unions are more popular now than at any time since 1965, and the U.S. is in the midst of a new upsurge of union organizing. Is a Hollywood drama about angry Starbucks baristas or frustrated Amazon warehouse workers far behind?
Hollywood studios and independent producers have long depicted the collective efforts of working people to improve their lives and gain a voice in their workplaces and the larger society.
Some of the most well-known labor movies champion the struggle of the everyday worker: “Modern Times,” released in 1936, stars Charlie Chaplin going crazy due to his job on an assembly line. It features the famous image of Chaplin caught in the gears of factory machinery. “The Grapes of Wrath,” a 1940 adaptation of John Steinbeck’s novel, tells the story of sharecropper Tom Joad’s radicalization after his family and other migrant workers experience destitute conditions in California’s growing fields and overcrowded migrant camps.
1979’s “Norma Rae,” is based on the life of Crystal Lee Sutton, who worked in a J.P. Stevens mill in North Carolina. The textile worker and single mom inspires her fellow workers to overcome their racial animus and work together to vote in a union. “Bread and Roses,” a 2000 film about low-wage janitors in Los Angeles, is based on the Service Employees International Union’s “Justice for Janitors movement.
There’s also an anti-labor strain of Hollywood history, particularly during the post-World War II Red Scare, when studios purged left-wing writers, directors and actors through an industrywide blacklist. Red Scare-era releases, such as 1952’s ”Big Jim McLain“ and the 1954 film ”On the Waterfront,“ often depicted unions as corrupt or infiltrated by communist subversives.
When I teach labor history, I’ve used films to supplement books and articles. I’ve found that students more easily grasp the human dimensions of workers’ lives and struggles when they are depicted on the screen.
Here are five unsung labor movies, all based on real-life events, that, in my view, deserve more attention.
1. ‘Northern Lights’ (1978)
This is a fictionalized account of a fascinating but little-known political movement: the Non-Partisan League, which organized farmers in the upper Midwest in the early 1900s.
During this period, Midwestern farmers worked long hours to harvest grain that they were then forced to sell for low prices to elevators, while paying high prices to the big railroad companies and banks. Economic insecurity was a part of life, and foreclosures were routine.
The film follows Ray Sorenson, a young farmer influenced by socialist ideas who leaves his North Dakota farm to become a Non-Partisan League organizer. In his beat-up Model T, he travels the back roads, talking to farmers in their fields or around the potbellied stoves of country stores. He eventually persuades skeptical farmers that electing NPL candidates could get the government to create cooperative grain elevators, state-chartered banks with farmers as stockholders, and limits on the prices that railroads can charge farmers to haul their wheat.
In 1916, the Non-Partisan League did, in fact, elect farmer Lynn Frazier as governor of North Dakota with 79% of the vote. Two years later, the NPL won control of both houses of the state legislature and created the North Dakota Mill, still the only state-owned flour mill, and the The Bank of North Dakota, which remains the nation’s only government-owned general-service bank.
2. ‘The Devil and Miss Jones’ (1941)
In this screwball comedy with a pro-union twist, Charles Coburn plays John P. Merrick, a fictional New York City department store owner.
After his employees hang him in effigy, the tycoon goes undercover to ferret out the agitators of a union drive led by a store clerk in the shoe department and a union organizer.
As he learns more about their lives, Merrick grows sympathetic to his workers – and even falls in love with one of his employees – none of whom know his true identity. As the workers prepare to go on strike, and even picket his house, Merrick reveals that he owns the store and agrees to their demands over pay and hours – and even marries the employee he’s fallen for.
The film was likely inspired by the 1937 sit-down strikes by employees of New York City’s department stores.
3. ’Salt of the Earth’ (1954)
Decades ahead of its time, this story of New Mexico mine workers deals with issues of racism, sexism and class.
After a mine accident, the Mexican-American workers decide to strike. They demand better safety standards and equal treatment, since white miners are allowed to work in pairs, while Mexican ones are forced to work alone. The strikers expect the women to stay at home, cook and take care of the children. But when the company gets an injunction to end the men’s protest, the women step up and maintain the picket lines, earning greater respect from the men.
Made at the height of the Red Scare, the film’s writer, producer and director had been blacklisted for their leftist sympathies, so the film was sponsored by the International Union of Mine, Mill and Smelter Workers, not a Hollywood studio.
Will Geer, a blacklisted actor who later portrayed Grandpa Walton on the TV drama “The Waltons,” played the repressive sheriff. Mexican actress Rosaura Revueltas played the leader of the wives. The other characters were portrayed by real miners and their wives who participated in the strike against the Empire Zinc Company, which served as the inspiration for the film.
The film itself was blacklisted, and no major theater chain would show it.
4. ‘10,000 Black Men Named George’ (2002)
Andre Braugher stars as A. Philip Randolph, who organized the Brotherhood of Sleeping Car Porters, the first Black-run union.
Being a porter on a Pullman railroad car was one of the few jobs open to Black men. But wages were low, travel was constant and trains’ white passengers patronized the porters by calling all of them “George,” after George Pullman, the mogul who owned the company.
The company hired thugs to intimidate the porters, but Randolph and his top lieutenants persisted. They began their crusade in 1925 but didn’t get the company to sign a contract with the union until 1937, thanks to a New Deal law that gave railroad workers the right to unionize. Randolph became American’s leading civil rights organizer during the 1940s and 1950s and orchestrated the 1963 March on Washington.
Members of the Brotherhood of Sleeping Car Porters display their banner at a 1955 ceremony celebrating the organization’s 30th anniversary. Bettmann/Getty Images
5. ’North Country’ (2005)
Charlize Theron portrays Josey Aimes, a desperate single mom who flees her abusive husband, returns to her hometown in northern Minnesota, moves in with her parents and takes a job at an iron mine.
There, she is constantly groped, insulted and bullied by the male workers. She complains to the company managers, who don’t take her seriously. The male-dominated union claims there’s nothing they can do. Aimes sues the company, which, after a dramatic courtroom scene, is forced to settle with her and other women.
With stellar performances by Theron, Sissy Spacek, Frances McDormand and Woody Harrelson, “North Country” is based on a groundbreaking lawsuit brought by women miners at Minnesota’s Eveleth Mines in 1975 that helped make sexual harassment a violation of workers’ rights.
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Peter Dreier does not work for, consult, own shares in or receive funding from any company or organization that would benefit from this article, and has disclosed no relevant affiliations beyond their academic appointment.
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5 unsung films that dramatize America’s rich labor historyPressmaster // Shutterstock
Between January 2000 and January 2020, employment in the manufacturing sector decreased 26% nationwide, in part due to automation and international competition with countries like China. Women were more affected than men, losing 31% of their jobs in the industry compared to men losing 23%, according to the Bureau of Labor Statistics.
Using data from the BLS and the Census Bureau's Current Population Survey, Get It Made compiled a list of trends about women working across the manufacturing industries. Certain data collection only began in 2003, and the graphics reflect this. Data was extracted using IPUMS-CPS from the University of Minnesota.
"Manufacturing" is an umbrella term for a range of sectors, from food production equipment and nonmetal fabrication to metal product manufacturing and parts and equipment building. Women work across manufacturing subsectors, making up a large part of the apparel and textiles manufacturing workforce (67.3% and 53.5%, respectively), and a smaller part of the primary metals (14.3%) and wood products (14.9%) industries as well.
While women face barriers in manufacturing that men typically don't—such as sexual harassment and lower pay—since 2003, women's wages have actually grown faster than men's wages.
A note about gendered statistics: Data has historically been collected using a binary understanding of sex and gender, making it difficult to represent or capture the full story of the general population. For the purposes of incorporating BLS and Census data, the language specified therein has been used for purposes of consistency.
Pressmaster // ShutterstockBetween January 2000 and January 2020, employment in the manufacturing sector decreased 26% nationwide, in part due to automation and international competition with countries like China. Women were more affected than men, losing 31% of their jobs in the industry compared to men losing 23%, according to the Bureau of Labor Statistics.
Using data from the BLS and the Census Bureau's Current Population Survey, Get It Made compiled a list of trends about women working across the manufacturing industries. Certain data collection only began in 2003, and the graphics reflect this. Data was extracted using IPUMS-CPS from the University of Minnesota.
"Manufacturing" is an umbrella term for a range of sectors, from food production equipment and nonmetal fabrication to metal product manufacturing and parts and equipment building. Women work across manufacturing subsectors, making up a large part of the apparel and textiles manufacturing workforce (67.3% and 53.5%, respectively), and a smaller part of the primary metals (14.3%) and wood products (14.9%) industries as well.
While women face barriers in manufacturing that men typically don't—such as sexual harassment and lower pay—since 2003, women's wages have actually grown faster than men's wages.
A note about gendered statistics: Data has historically been collected using a binary understanding of sex and gender, making it difficult to represent or capture the full story of the general population. For the purposes of incorporating BLS and Census data, the language specified therein has been used for purposes of consistency.

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5 unsung films that dramatize America’s rich labor historyGet It Made
About half of all employees in the U.S. are women, but they make up approximately 30% of the manufacturing sector. This figure has remained relatively unchanged from 2003 to 2021. The American Association of University Women reported in 2020 that the "loss of manufacturing jobs in the early 2000s disproportionately hurt women," and those who remain face sexual harassment and pay/opportunity inequality. These factors, combined with inadequate family leave policies, lead to women in manufacturing being more likely to leave their jobs than women in other industries.
Get It MadeAbout half of all employees in the U.S. are women, but they make up approximately 30% of the manufacturing sector. This figure has remained relatively unchanged from 2003 to 2021. The American Association of University Women reported in 2020 that the "loss of manufacturing jobs in the early 2000s disproportionately hurt women," and those who remain face sexual harassment and pay/opportunity inequality. These factors, combined with inadequate family leave policies, lead to women in manufacturing being more likely to leave their jobs than women in other industries.
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5 unsung films that dramatize America’s rich labor historyGet It Made
Food manufacturing has seen the greatest increase in female employees over time, and around 686,000 women work in food manufacturing nationwide as of 2021. This subsector employs the highest percentage of women as well (38.5%). At their lowest participation, women accounted for 34.8% of the food manufacturing workforce in 2003.
Get It MadeFood manufacturing has seen the greatest increase in female employees over time, and around 686,000 women work in food manufacturing nationwide as of 2021. This subsector employs the highest percentage of women as well (38.5%). At their lowest participation, women accounted for 34.8% of the food manufacturing workforce in 2003.
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5 unsung films that dramatize America’s rich labor historyBigPixel Photo // Shutterstock
Several types of metal are manufactured in the U.S. Nucor Corp. in Charlotte, North Carolina, specializes in steel products, while Alcoa Corp. in Pittsburgh manufactures bauxite, alumina, and aluminum. According to the U.S. Geological Survey, iron and steel make up about 95% of the tonnage produced domestically each year.
Metal product manufacturing has the lowest participation of women in the workforce, totaling approximately 255,000. In 2003, more than 20% of metal manufacturers were women.
BigPixel Photo // ShutterstockSeveral types of metal are manufactured in the U.S. Nucor Corp. in Charlotte, North Carolina, specializes in steel products, while Alcoa Corp. in Pittsburgh manufactures bauxite, alumina, and aluminum. According to the U.S. Geological Survey, iron and steel make up about 95% of the tonnage produced domestically each year.
Metal product manufacturing has the lowest participation of women in the workforce, totaling approximately 255,000. In 2003, more than 20% of metal manufacturers were women.
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5 unsung films that dramatize America’s rich labor historyGet It Made
Since 2003, the percentage of women workers in machinery and equipment manufacturing has dipped slightly from over 28% to just under 26%. The average wage of an equipment manufacturer varies by what sort of equipment they're manufacturing, with automobile manufacturing workers earning on average $27.74 and apparel manufacturing workers earning on average $14.06 per hour.
Get It MadeSince 2003, the percentage of women workers in machinery and equipment manufacturing has dipped slightly from over 28% to just under 26%. The average wage of an equipment manufacturer varies by what sort of equipment they're manufacturing, with automobile manufacturing workers earning on average $27.74 and apparel manufacturing workers earning on average $14.06 per hour.
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5 unsung films that dramatize America’s rich labor historyGet It Made
Women earned 82 cents for every dollar men earned in 2020, up from 80 cents in 2003. The wage disparity adds up, with women in manufacturing earning substantially less per year than men on average—$49,540 vs. $69,449. AAUW reported that women are less likely than men to hold higher-paying jobs in the sector. Women represent more than half of all textile workers, which are paid less than half as much as oil and coal workers.
Still, women in manufacturing often earn better wages than those in other industries: AAUW reported that women in manufacturing make 11.5% more than women in other private sector jobs.
This story originally appeared on Get It Made and was produced and distributed in partnership with Stacker Studio.
Get It MadeWomen earned 82 cents for every dollar men earned in 2020, up from 80 cents in 2003. The wage disparity adds up, with women in manufacturing earning substantially less per year than men on average—$49,540 vs. $69,449. AAUW reported that women are less likely than men to hold higher-paying jobs in the sector. Women represent more than half of all textile workers, which are paid less than half as much as oil and coal workers.
Still, women in manufacturing often earn better wages than those in other industries: AAUW reported that women in manufacturing make 11.5% more than women in other private sector jobs.
This story originally appeared on Get It Made and was produced and distributed in partnership with Stacker Studio.
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5 unsung films that dramatize America’s rich labor historyH. Armstrong Roberts/ClassicStock // Getty Images
Over the past 100 years, the U.S. workforce has changed dramatically. While initially male-dominated as women took on more “traditional” roles within the home, the onset of World War II shifted this dynamic. Women began to file into the workplace and subsequently discovered that they were met with challenges in fair treatment and opportunities. As a result, new policies began arising to ensure that workplace rules and standards would be fair to everyone. These executive orders, actions, and amendments to existing policies ignited a wave extending to a wider range of marginalized groups based on race, ethnicity, disabilities, gender and sexual identity, and more.
People in these groups have always faced great difficulties in the workplace, including racism, a lack of needed accommodations for physical/mental conditions, sexual harassment, lower wages, and barriers to better opportunities. Equitable and inclusive policies that encourage diversity training, hiring initiatives to diversify employees, and retention/promotion efforts among marginalized employees allow workers a chance to thrive and feel safe and respected among their colleagues. A diverse workplace also matters to job seekers, with 76% of them considering it as an important factor during their job search, according to Glassdoor. These changes have come with various levels of pushback and challenges of their own, many of which people are still trying to mitigate to this day.
Gender and racial pay gaps still exist. Black workers make 76 cents for every dollar white workers make, according to the Department of Labor. This gap is also consistent between men and women, with the latter earning 76 cents for every dollar men make. And, Hispanic/Latino workers make 73 cents for every dollar white workers make. While this pay gap still exists—and the push to close it continues—it would be even wider without this history of policies.
From groundbreaking cases like the Meritor Savings Bank v. Vinson case of 1986 to Texaco’s Black employees successfully suing the company for discriminatory practices, workers in the U.S. continue to fight for equitable treatment throughout the job-seeking and employment process. Without pivotal action and the push for companies and government sectors to be transparent, the U.S. workforce would not be as diverse and robust as it is today.
Kazoo researched information from a plethora of sources to learn about the history of diversity, equity, and inclusion policies in the workplace. Sources include government websites (such as those for the Department of Labor and Congress) and news organizations (such as the San Francisco Examiner and CNN). Here is a look at the history of diversity and inclusion policies in the workplace.
H. Armstrong Roberts/ClassicStock // Getty ImagesOver the past 100 years, the U.S. workforce has changed dramatically. While initially male-dominated as women took on more “traditional” roles within the home, the onset of World War II shifted this dynamic. Women began to file into the workplace and subsequently discovered that they were met with challenges in fair treatment and opportunities. As a result, new policies began arising to ensure that workplace rules and standards would be fair to everyone. These executive orders, actions, and amendments to existing policies ignited a wave extending to a wider range of marginalized groups based on race, ethnicity, disabilities, gender and sexual identity, and more.
People in these groups have always faced great difficulties in the workplace, including racism, a lack of needed accommodations for physical/mental conditions, sexual harassment, lower wages, and barriers to better opportunities. Equitable and inclusive policies that encourage diversity training, hiring initiatives to diversify employees, and retention/promotion efforts among marginalized employees allow workers a chance to thrive and feel safe and respected among their colleagues. A diverse workplace also matters to job seekers, with 76% of them considering it as an important factor during their job search, according to Glassdoor. These changes have come with various levels of pushback and challenges of their own, many of which people are still trying to mitigate to this day.
Gender and racial pay gaps still exist. Black workers make 76 cents for every dollar white workers make, according to the Department of Labor. This gap is also consistent between men and women, with the latter earning 76 cents for every dollar men make. And, Hispanic/Latino workers make 73 cents for every dollar white workers make. While this pay gap still exists—and the push to close it continues—it would be even wider without this history of policies.
From groundbreaking cases like the Meritor Savings Bank v. Vinson case of 1986 to Texaco’s Black employees successfully suing the company for discriminatory practices, workers in the U.S. continue to fight for equitable treatment throughout the job-seeking and employment process. Without pivotal action and the push for companies and government sectors to be transparent, the U.S. workforce would not be as diverse and robust as it is today.
Kazoo researched information from a plethora of sources to learn about the history of diversity, equity, and inclusion policies in the workplace. Sources include government websites (such as those for the Department of Labor and Congress) and news organizations (such as the San Francisco Examiner and CNN). Here is a look at the history of diversity and inclusion policies in the workplace.

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5 unsung films that dramatize America’s rich labor historyFPG // Getty Images
The Women’s Bureau of the DOL came during a pivotal time for women’s rights as they began shifting into the workplace and pushing for the right to vote. Its aim was to “formulate standards and policies which shall promote the welfare of wage-earning women, improve their working conditions, increase their efficiency, and advance their opportunities for profitable employment.” The agency set the stage for transformative national changes, such as the Fair Labor Standards Act in 1938 that addressed inequities between white and Black women employees as well as allowing women to take the Civil Service exam to attain political and public sector work.
FPG // Getty ImagesThe Women’s Bureau of the DOL came during a pivotal time for women’s rights as they began shifting into the workplace and pushing for the right to vote. Its aim was to “formulate standards and policies which shall promote the welfare of wage-earning women, improve their working conditions, increase their efficiency, and advance their opportunities for profitable employment.” The agency set the stage for transformative national changes, such as the Fair Labor Standards Act in 1938 that addressed inequities between white and Black women employees as well as allowing women to take the Civil Service exam to attain political and public sector work.
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5 unsung films that dramatize America’s rich labor historyBettmann// Getty Images
The desegregation order—formally known as executive order 9981—says that “there shall be equality of treatment and opportunity for all persons in the armed forces without regard to race, color, religion, or national origin.” It was spawned not only by the inequities faced by Black military members following their service in World War I and II, but by one particular act of violence. Issac Woodard—who was honorably discharged from the Army—was beaten and blinded by South Carolina police officers in February 1946 while in uniform.
Truman’s executive order met ample pushback from bigoted military leaders; however, it led to the U.S. Air Force fully integrating in 1952. Other branches of armed services followed with the rise of the Korean War.
Bettmann// Getty ImagesThe desegregation order—formally known as executive order 9981—says that “there shall be equality of treatment and opportunity for all persons in the armed forces without regard to race, color, religion, or national origin.” It was spawned not only by the inequities faced by Black military members following their service in World War I and II, but by one particular act of violence. Issac Woodard—who was honorably discharged from the Army—was beaten and blinded by South Carolina police officers in February 1946 while in uniform.
Truman’s executive order met ample pushback from bigoted military leaders; however, it led to the U.S. Air Force fully integrating in 1952. Other branches of armed services followed with the rise of the Korean War.
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5 unsung films that dramatize America’s rich labor historyBettmann// Getty Images
Executive order 10925 was one of the first acts John F. Kennedy took as president. The order required federal contracting agencies to “take affirmative action to ensure that applicants are employed, and that employees are treated during employment, without regard to their race, creed, color or national origin.” Canceling contracts, among other sanctions, could not happen without consequence. It also led to the establishment of the President’s Committee on Equal Employment Opportunity (later known as the Equal Employment Opportunity Commission) to oversee policy issues, working in conjunction with the Department of Labor.
Bettmann// Getty ImagesExecutive order 10925 was one of the first acts John F. Kennedy took as president. The order required federal contracting agencies to “take affirmative action to ensure that applicants are employed, and that employees are treated during employment, without regard to their race, creed, color or national origin.” Canceling contracts, among other sanctions, could not happen without consequence. It also led to the establishment of the President’s Committee on Equal Employment Opportunity (later known as the Equal Employment Opportunity Commission) to oversee policy issues, working in conjunction with the Department of Labor.
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5 unsung films that dramatize America’s rich labor historyBettmann// Getty Images
The commission’s purpose is to “explore issues relating to women and to make proposals in such areas as employment policy, education, and federal Social Security and tax laws where these discriminated against women or otherwise addressed women’s rights.” JFK’s reasoning behind the Commission on the Status of Women was twofold. There was a need to balance pushing for continuous advancement of women’s workplace equality while maintaining the support of those who thought the accommodations led employers to hire them less.
The commission aimed to find compromise with feminists who supported female workers while also ensuring women’s ability to work in traditional home/family roles. And with the ongoing “space race,” there was an economic advantage to increasing women’s presence in the workplace. Former first lady Eleanor Roosevelt chaired the collective, which spawned achievements like the Equal Pay Act of 1963.
Bettmann// Getty ImagesThe commission’s purpose is to “explore issues relating to women and to make proposals in such areas as employment policy, education, and federal Social Security and tax laws where these discriminated against women or otherwise addressed women’s rights.” JFK’s reasoning behind the Commission on the Status of Women was twofold. There was a need to balance pushing for continuous advancement of women’s workplace equality while maintaining the support of those who thought the accommodations led employers to hire them less.
The commission aimed to find compromise with feminists who supported female workers while also ensuring women’s ability to work in traditional home/family roles. And with the ongoing “space race,” there was an economic advantage to increasing women’s presence in the workplace. Former first lady Eleanor Roosevelt chaired the collective, which spawned achievements like the Equal Pay Act of 1963.
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5 unsung films that dramatize America’s rich labor historyBettmann// Getty Images
The act—signed into law by President Kennedy—serves as an amendment to the Fair Labor Standards Act of 1938, taking into account shifts in the workplace with more women employees. It “prohibits sex-based wage discrimination between men and women in the same establishment who perform jobs that require substantially equal skill, effort and responsibility under similar working conditions.”
Employers are required to offer the same forms of compensation—including wages, benefits, and reimbursements—to men and women who do the same job. If not, the affected employee can file a lawsuit for a pay adjustment, legal fees, and back pay. The Equal Opportunity Employment Commission is responsible for enforcing the Equal Pay Act, which is still going through adjustments today.
Bettmann// Getty ImagesThe act—signed into law by President Kennedy—serves as an amendment to the Fair Labor Standards Act of 1938, taking into account shifts in the workplace with more women employees. It “prohibits sex-based wage discrimination between men and women in the same establishment who perform jobs that require substantially equal skill, effort and responsibility under similar working conditions.”
Employers are required to offer the same forms of compensation—including wages, benefits, and reimbursements—to men and women who do the same job. If not, the affected employee can file a lawsuit for a pay adjustment, legal fees, and back pay. The Equal Opportunity Employment Commission is responsible for enforcing the Equal Pay Act, which is still going through adjustments today.
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5 unsung films that dramatize America’s rich labor historyBettmann// Getty Images
The Civil Rights Act of 1964 is a landmark law that tackles intentional discrimination and indirect practices that have a detrimental effect on those who fall into marginalized identities. This includes discrimination “against someone on the basis of race, color, national origin, sex (including pregnancy, sexual orientation, and gender identity) or religion.”
It covers a variety of employment stages from job advertisements, recruitment, hiring, compensation, use of company facilities, advancement, and firing, among others. Additionally, it requires reasonable accommodation for those who observe certain religious practices, protection against harassment, and more.
Bettmann// Getty ImagesThe Civil Rights Act of 1964 is a landmark law that tackles intentional discrimination and indirect practices that have a detrimental effect on those who fall into marginalized identities. This includes discrimination “against someone on the basis of race, color, national origin, sex (including pregnancy, sexual orientation, and gender identity) or religion.”
It covers a variety of employment stages from job advertisements, recruitment, hiring, compensation, use of company facilities, advancement, and firing, among others. Additionally, it requires reasonable accommodation for those who observe certain religious practices, protection against harassment, and more.
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5 unsung films that dramatize America’s rich labor historyBettmann// Getty Images
Executive order 11246 charges the Secretary of Labor “with the responsibility of ensuring equal opportunity for minorities in federal contractors’ recruitment, hiring, training and other employment practices.” These efforts were previously in the hands of several presidential committees. Much like the Civil Rights Act of 1964, executive order 11246 played a role in mitigating racial, religious, and ethnic discrimination in the workforce. The order continues to go through amendments to protect the rights of federal contract employees.
Bettmann// Getty ImagesExecutive order 11246 charges the Secretary of Labor “with the responsibility of ensuring equal opportunity for minorities in federal contractors’ recruitment, hiring, training and other employment practices.” These efforts were previously in the hands of several presidential committees. Much like the Civil Rights Act of 1964, executive order 11246 played a role in mitigating racial, religious, and ethnic discrimination in the workforce. The order continues to go through amendments to protect the rights of federal contract employees.
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5 unsung films that dramatize America’s rich labor historyBoston Globe // Getty Images
The Age Discrimination in Employment Act of 1967 is enforced by the Equal Employment Opportunity Commission. It “prohibits employment discrimination against persons 40 years of age or older”—a tenet not specifically covered by the Civil Rights Act of 1964. The act covers all aspects of job seeking, interviewing, and employment and applies to companies with 20 or more workers.
Boston Globe // Getty ImagesThe Age Discrimination in Employment Act of 1967 is enforced by the Equal Employment Opportunity Commission. It “prohibits employment discrimination against persons 40 years of age or older”—a tenet not specifically covered by the Civil Rights Act of 1964. The act covers all aspects of job seeking, interviewing, and employment and applies to companies with 20 or more workers.
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5 unsung films that dramatize America’s rich labor historyBettmann// Getty Images
The Equal Employment Opportunity Act of 1972 is an amendment to Title VII of the Civil Rights Act, which gave the agency the “authority to conduct its own enforcement litigation.” This means the EEOC can bring lawsuits against those who may be discriminating against marginalized people in hiring and/or employee promotion practices. Prior to this, the person with a grievance had to bring action up themselves, while the government could take limited action. President Nixon, who signed the act, delivered a special statement, saying “this legislation is an important step toward true equality on the job front.”
Bettmann// Getty ImagesThe Equal Employment Opportunity Act of 1972 is an amendment to Title VII of the Civil Rights Act, which gave the agency the “authority to conduct its own enforcement litigation.” This means the EEOC can bring lawsuits against those who may be discriminating against marginalized people in hiring and/or employee promotion practices. Prior to this, the person with a grievance had to bring action up themselves, while the government could take limited action. President Nixon, who signed the act, delivered a special statement, saying “this legislation is an important step toward true equality on the job front.”
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5 unsung films that dramatize America’s rich labor historyBoston Globe// Getty Images
The Rehabilitation Act of 1973 precedes the Americans with Disabilities Act of 1990, protecting the rights of people with disabilities in higher education, private industries, and the government. Critical parts of the act include Section 503, which “prohibits federal contractors and subcontractors from discriminating in employment against individuals with disabilities and requires employers take affirmative action to recruit, hire, promote, and retain these individuals.” Section 504, however, distinguishes people with disabilities who are in federal financial assistance programs.
In 2014, Section 503 was updated, requiring federal contractors and subcontractors to “aspire to, and track progress toward, employing individuals with disabilities.” The amendment also allows applicants to self-identify as having a disability and encourages a 7% workforce goal for people with disabilities at companies with more than 100 employees.
Boston Globe// Getty ImagesThe Rehabilitation Act of 1973 precedes the Americans with Disabilities Act of 1990, protecting the rights of people with disabilities in higher education, private industries, and the government. Critical parts of the act include Section 503, which “prohibits federal contractors and subcontractors from discriminating in employment against individuals with disabilities and requires employers take affirmative action to recruit, hire, promote, and retain these individuals.” Section 504, however, distinguishes people with disabilities who are in federal financial assistance programs.
In 2014, Section 503 was updated, requiring federal contractors and subcontractors to “aspire to, and track progress toward, employing individuals with disabilities.” The amendment also allows applicants to self-identify as having a disability and encourages a 7% workforce goal for people with disabilities at companies with more than 100 employees.
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5 unsung films that dramatize America’s rich labor historyMuseum of the City of New York // Getty Images
“The Village Voice,” a New York City-based newspaper, became the first place to bargain for employees in same-gender relationships to access health care for their families. The company’s union laid the groundwork for LGBTQ+ people to have the same benefits afforded to those in heterosexual partnerships. During this time, “The Village Voice” was a supporter of gay rights, publishing a Gay Pride issue every June—a stark difference from its stance on the LGBTQ+ community in earlier decades.
Museum of the City of New York // Getty Images“The Village Voice,” a New York City-based newspaper, became the first place to bargain for employees in same-gender relationships to access health care for their families. The company’s union laid the groundwork for LGBTQ+ people to have the same benefits afforded to those in heterosexual partnerships. During this time, “The Village Voice” was a supporter of gay rights, publishing a Gay Pride issue every June—a stark difference from its stance on the LGBTQ+ community in earlier decades.
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5 unsung films that dramatize America’s rich labor historyDiana Walker // Getty Images
This sexual harassment decision stems from the Meritor Savings Bank v. Vinson case. In 1978, Mechelle Vinson, a Black woman, was fired from her job as a bank teller. Vinson had filed a lawsuit months prior stating that her supervisor, Sidney L. Taylor, coerced her into sexual encounters, demanded sexual favors, and sexually assaulted her on several occasions. She said his actions made for a “hostile work environment.”
For the first time, the Supreme Court recognized sexual harassment as an “actionable” offense, ruling unanimously in her favor that “sexual harassment of an employee by a supervisor violates the Federal law against sex discrimination in the workplace.” It opened the gates for similar sexual harassment cases to be heard.
Diana Walker // Getty ImagesThis sexual harassment decision stems from the Meritor Savings Bank v. Vinson case. In 1978, Mechelle Vinson, a Black woman, was fired from her job as a bank teller. Vinson had filed a lawsuit months prior stating that her supervisor, Sidney L. Taylor, coerced her into sexual encounters, demanded sexual favors, and sexually assaulted her on several occasions. She said his actions made for a “hostile work environment.”
For the first time, the Supreme Court recognized sexual harassment as an “actionable” offense, ruling unanimously in her favor that “sexual harassment of an employee by a supervisor violates the Federal law against sex discrimination in the workplace.” It opened the gates for similar sexual harassment cases to be heard.
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5 unsung films that dramatize America’s rich labor historyDiana Walker // Getty Images
The seven-month study highlights the struggles that disadvantaged workers encounter in their workplace, specifically the service industry. It suggested that there would be a rise in female and/or minority workers in laborious industries due to few jobs being created for those without access to education and resources to attain “higher skilled” work. This forebodes a rise in unemployment among those with less education. Hudson Institute’s project leader William Johnston summed up the findings to USA Today, stating, “we’re creating fewer bolt-tightening jobs and more technical and professional jobs.”
Diana Walker // Getty ImagesThe seven-month study highlights the struggles that disadvantaged workers encounter in their workplace, specifically the service industry. It suggested that there would be a rise in female and/or minority workers in laborious industries due to few jobs being created for those without access to education and resources to attain “higher skilled” work. This forebodes a rise in unemployment among those with less education. Hudson Institute’s project leader William Johnston summed up the findings to USA Today, stating, “we’re creating fewer bolt-tightening jobs and more technical and professional jobs.”
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5 unsung films that dramatize America’s rich labor historyThe Washington Post // Getty Images
The Women’s Business Ownership Act—also known as HR 5050—gave women a chance to take on their own business loans. Prior to this, women would need a male relative—such as her father, spouse, or child—to obtain a business loan. This put women at a disadvantage, leading to smaller approved loans even when they had the capital and professional experience to support their endeavor. It also led to the National Business Women’s Council, an organization of female entrepreneurs who report to the president and Congress annually.
The Washington Post // Getty ImagesThe Women’s Business Ownership Act—also known as HR 5050—gave women a chance to take on their own business loans. Prior to this, women would need a male relative—such as her father, spouse, or child—to obtain a business loan. This put women at a disadvantage, leading to smaller approved loans even when they had the capital and professional experience to support their endeavor. It also led to the National Business Women’s Council, an organization of female entrepreneurs who report to the president and Congress annually.
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5 unsung films that dramatize America’s rich labor historyFotosearch // Getty Images
The Americans with Disabilities Act of 1990 “makes it unlawful to discriminate in employment against a qualified individual with a disability.” It encompasses a wide range of employers including private businesses, state/local governments, employment agencies, labor organizations, and labor management committees. An employer must avoid discriminatory actions from job posting/recruitment to interviewing, hiring, retaining, and firing as well as provide reasonable accommodations when applicable. In 2008, the ADA got an amendment to include people who have AIDS or are HIV-positive.
Fotosearch // Getty ImagesThe Americans with Disabilities Act of 1990 “makes it unlawful to discriminate in employment against a qualified individual with a disability.” It encompasses a wide range of employers including private businesses, state/local governments, employment agencies, labor organizations, and labor management committees. An employer must avoid discriminatory actions from job posting/recruitment to interviewing, hiring, retaining, and firing as well as provide reasonable accommodations when applicable. In 2008, the ADA got an amendment to include people who have AIDS or are HIV-positive.
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5 unsung films that dramatize America’s rich labor historySTEVEN R. SCHAEFER // Getty Images
Several companies—including Texaco and The Coca-Cola Company—lost discriminatory lawsuits levied against them by employees. During this period, diversity training rose in prominence among companies aiming to increase and maintain cultural diversity within their respective workforces.
However, there were still issues, as evidenced in 1996 when Texaco settled a lawsuit with its Black employees for $176.1 million, which was the largest race discrimination lawsuit ever at the time. The suit—originally filed by six Black employees—alleged that Texaco refused to promote qualified Black employees, did not pay them salaries that were comparable to their non-Black counterparts, and employees who spoke out against this were met with retaliative actions including intimidation, demotion, and firing.
In 2000, Coca-Cola settled a $192.5 million lawsuit accusing the company of “discriminating against Black salaried employees in pay, promotions and evaluations.” The suit began in 1999 after four employees went public about their respective experiences. Attention swelled when 45 employees took a “bus ride for justice” from Atlanta to Washington D.C. Additionally, famed civil rights leader Rev. Jesse Jackson called for a boycott of the company’s products.
STEVEN R. SCHAEFER // Getty ImagesSeveral companies—including Texaco and The Coca-Cola Company—lost discriminatory lawsuits levied against them by employees. During this period, diversity training rose in prominence among companies aiming to increase and maintain cultural diversity within their respective workforces.
However, there were still issues, as evidenced in 1996 when Texaco settled a lawsuit with its Black employees for $176.1 million, which was the largest race discrimination lawsuit ever at the time. The suit—originally filed by six Black employees—alleged that Texaco refused to promote qualified Black employees, did not pay them salaries that were comparable to their non-Black counterparts, and employees who spoke out against this were met with retaliative actions including intimidation, demotion, and firing.
In 2000, Coca-Cola settled a $192.5 million lawsuit accusing the company of “discriminating against Black salaried employees in pay, promotions and evaluations.” The suit began in 1999 after four employees went public about their respective experiences. Attention swelled when 45 employees took a “bus ride for justice” from Atlanta to Washington D.C. Additionally, famed civil rights leader Rev. Jesse Jackson called for a boycott of the company’s products.
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5 unsung films that dramatize America’s rich labor historyJustin Sullivan // Getty Images
Media outlets like CNN and San Jose Mercury pressured companies to release information about the diversity of their workforces to promote transparency. They focused on major Silicon Valley companies like Apple, Google, Amazon, and Facebook. According to a CNNMoney report, every U.S. company with over 100 employees should file an EEO-1, which categorizes its workforce by race and gender.
When the EEOC denied CNNMoney’s Freedom of Information request to obtain this data, CNN asked the companies to be transparent on their own volition. Google finally released details to USA Today in 2014, revealing that 61% of overall employees at that time were white. Public opinion pushed the company to make changes to diversify its workplace, with others following suit.
Justin Sullivan // Getty ImagesMedia outlets like CNN and San Jose Mercury pressured companies to release information about the diversity of their workforces to promote transparency. They focused on major Silicon Valley companies like Apple, Google, Amazon, and Facebook. According to a CNNMoney report, every U.S. company with over 100 employees should file an EEO-1, which categorizes its workforce by race and gender.
When the EEOC denied CNNMoney’s Freedom of Information request to obtain this data, CNN asked the companies to be transparent on their own volition. Google finally released details to USA Today in 2014, revealing that 61% of overall employees at that time were white. Public opinion pushed the company to make changes to diversify its workplace, with others following suit.
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5 unsung films that dramatize America’s rich labor historyJEWEL SAMAD// Getty Images
President Obama signed amendments to executive order 11246, which ensures equal opportunity employment for minorities, in 2014. First, 13665 “prohibits retaliation by federal contractors against employees or applicants who inquire about, discuss, or disclose details of their own or other employees’ or applicants’ compensation.” And 13672 “prohibits federal contractors from discriminating against lesbian, gay, bisexual, and transgender employees and applicants.” Employers must not consider an applicant’s or employee’s gender identity nor sexual orientation when offering employment, benefits, etc.
These amendments required organizations to amend their EEO and affirmative action policies to include gender identity and sexual orientation.
JEWEL SAMAD// Getty ImagesPresident Obama signed amendments to executive order 11246, which ensures equal opportunity employment for minorities, in 2014. First, 13665 “prohibits retaliation by federal contractors against employees or applicants who inquire about, discuss, or disclose details of their own or other employees’ or applicants’ compensation.” And 13672 “prohibits federal contractors from discriminating against lesbian, gay, bisexual, and transgender employees and applicants.” Employers must not consider an applicant’s or employee’s gender identity nor sexual orientation when offering employment, benefits, etc.
These amendments required organizations to amend their EEO and affirmative action policies to include gender identity and sexual orientation.
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5 unsung films that dramatize America’s rich labor historyChip Somodevilla // Getty Images
People cannot be fired for being a member of the LGTBQ+ community. If this occurs, they can file a lawsuit against their employer. The U.S. Supreme Court ruled 6-3 that the Civil Rights Act of 1964 also protects LGBTQ+ individuals. It comes off the heels of several incidents, including two men who accused their respective employers of firing them for being gay as well as the case of Aimee Stephens, who was fired from her job as a funeral director after informing her boss that she is transgender.
This story originally appeared on Kazoo and was produced and distributed in partnership with Stacker Studio.
Chip Somodevilla // Getty ImagesPeople cannot be fired for being a member of the LGTBQ+ community. If this occurs, they can file a lawsuit against their employer. The U.S. Supreme Court ruled 6-3 that the Civil Rights Act of 1964 also protects LGBTQ+ individuals. It comes off the heels of several incidents, including two men who accused their respective employers of firing them for being gay as well as the case of Aimee Stephens, who was fired from her job as a funeral director after informing her boss that she is transgender.
This story originally appeared on Kazoo and was produced and distributed in partnership with Stacker Studio.
