Employment discrimination against Black individuals has a long and troubling history in the United States. Throughout the 19th and 20th centuries, Black Americans faced systemic barriers to accessing good jobs and fair wages due to racial prejudice and discriminatory practices.

One of the most well-known forms of employment discrimination was the practice of "job steering," where Black individuals were directed away from higher-paying and more prestigious positions and into menial or low-paying jobs. This practice limited Black economic opportunities and perpetuated racial disparities in wealth and social status.

Additionally, Black workers often faced discrimination in hiring practices, promotions, and wage disparities compared to their white counterparts. This was often justified through stereotypes and bias that portrayed Black individuals as less competent or deserving of equal treatment in the workplace.

The Civil Rights Movement of the 1960s brought about significant changes in laws and policies aimed at addressing employment discrimination. The Civil Rights Act of 1964 specifically prohibited discrimination in employment on the basis of race, color, religion, sex, or national origin. Subsequent legislation, such as the Equal Employment Opportunity Act of 1972 and the Civil Rights Act of 1991, further strengthened protections against workplace discrimination for Black Americans.

Despite these legal advancements, employment discrimination against Black individuals continues to be a persistent issue in modern society. Factors such as unconscious bias, disparities in educational opportunities, and ingrained systemic racism contribute to ongoing challenges in achieving workplace equality for Black Americans.

Efforts to combat employment discrimination and promote diversity and inclusion in the workforce remain crucial in advancing racial equity and creating a more just and inclusive society.