Rotimi Aderohunmu, is a retired educator and project management consultant, with more than 50 years of experience in engineering and business development. Most recently, he served as an associate professor of business and information analytics at the University of Denver, where he also received his MBA. One way that Rotimi Aderohunmu used his consultancy experience in the classroom setting was through application of statistical analysis to Title VII employment discrimination cases. Title VII is one part of the United States’ Civil Rights Act of 1964. As a whole, it states that employers cannot discriminate against employees based on their race, gender, religion, sex, or national origin. This law applies whether an employee’s perceived race, sex, and so on match the reality or not. Title VII dictates hiring, training, discharge, and related practices for organizations working with 15 people or more, in private and public sector businesses, labor organizations, and employment agencies. The law is also applicable to the federal government. Implemented through the Equal Employment Opportunity Commission, Title VII addresses both directly and indirectly discriminating against an employee based on the above characteristics. A direct example is if a manager does not hire a woman because they believe that women are less effective than men. Indirect examples of Title VII violations are in regard to the job’s location and context. Large corporations, for instance, must use their resources to enable a diverse workforce; they cannot hire employees predominantly of a certain race or gender, just because most of the people in the company’s geographic area belong to that group.

1. Understanding Title VII
Rotimi Aderohunmu

2. Introduction
Rotimi Aderohunmu, is a retired educator and project management consultant,
with more than 50 years of experience in engineering and business
development. Most recently, he served as an associate professor of business
and information analytics at the University of Denver, where he also received
his MBA. One way that Rotimi Aderohunmu used his consultancy experience in
the classroom setting was through application of statistical analysis to Title VII
employment discrimination cases.

3. Title VII is one part of the United States’ Civil Rights Act of 1964. As a whole, it
states that employers cannot discriminate against employees based on their
race, gender, religion, sex, or national origin. This law applies whether an
employee’s perceived race, sex, and so on match the reality or not. Title VII
dictates hiring, training, discharge, and related practices for organizations
working with 15 people or more, in private and public sector businesses, labor
organizations, and employment agencies. The law is also applicable to the
federal government.

4. Implemented through the Equal Employment Opportunity Commission, Title
VII addresses both directly and indirectly discriminating against an employee
based on the above characteristics. A direct example is if a manager does not
hire a woman because they believe that women are less effective than men.
Indirect examples of Title VII violations are in regard to the job’s location and
context. Large corporations, for instance, must use their resources to enable a
diverse workforce; they cannot hire employees predominantly of a certain race
or gender, just because most of the people in the company’s geographic area
belong to that group.