There is progress between businesses and laws that can be helpful for minorities in the workplace:
As early as 1966, the Equal Employment Opportunity Commission (EEOC) took the position that Title VII prohibited not only intentional discrimination, but also neutral employment practices that had disproportionate adverse effects on protected groups.15 In 1971, the Supreme Court agreed with that position in Griggs v. Power Dukes Co.16 Griggs expanded the reach of Title VII by holding that “good intent or absence of discriminatory intent does not redeem employment procedures or testing mechanisms that operate as ‘built-in headwinds’ for minority groups.” (Jones, 2017, para. 1217)
This supports the fact that people are trying to make change within society against discrimination.
JONES, A. L. (2017). IMPLICIT BIAS AS SOCIAL-FRAMEWORK EVIDENCE IN EMPLOYMENT DISCRIMINATION. University Of Pennsylvania Law Review, 165(5), 1221-1243.