“The employment title of the Act — Title VII — covers employment discrimination based on race, color, religion, sex, national origin, or protected activity. Title VII’s prohibitions against race and color discrimination were aimed at ending a system in which Blacks were ‘largely relegated to unskilled and semi-skilled jobs.'”

This was written in the EEOC’s 2006 compliance manual, citing United Steelworkers of America v. Weber, 443 U.S. 193, 202-03 (1979) (also noting: the 1962 unemployment rate of Blacks and other people of color was 124 percent higher than that of Whites).

Take a look at the racial demographics of the William Morris Agency when I began employment at the company’s New York office in September of 2008 and when I was constructively discharged in April of 2010.

44 years after the passage of the Civil Rights Act of 1964, blacks were still “largely relegated to unskilled and semi-skilled jobs” at William Morris. Statistically speaking: THIS IS NOT DUE TO CHANCE, especially when you take into account that from 1898 to 1961, William Morris had an overt policy of not hiring blacks!

Clearly, William Morris is violating our nation’s antidiscrimination laws with “malice and/or reckless indifference” to our federally protected rights! This racist company was and STILL IS intentionally maintaining a racially segregated workplace and maintaining employment practices, policies and procedures that create a glaring disparate impact against qualified African-Americans and other people of color from being hired to Agent, Coordinator and Agent Trainee positions.


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