Title VII of the Civil Rights Act of 1964 prohibits discrimination by employers on the basis of race, sex, color, religion, or national origin. Most often, the remedies to workplace discrimination carried out under this Act take place in the form of consent decrees, where employers may have to provide monetary awards or introduce policies and programs that eliminate and prevent future discrimination. These may include decrees that require the creation of new recruitment and hiring procedures to gain a more diverse pool of job applicants, upgrading job and promotion assignment systems, or offering training programs focusing on discrimination and diversity Under the Civil Rights Act of 1964 The Equal Employment Opportunity Commission (EEOC) was created to be a major advocate and enforcer of the previously mentioned Title VII remedies. In a landmark decision in 1973, the EEOC, Department of Labor and AT&T compromised on a consent decree that phased out discrimination within recruiting, hiring and employment methods in regard to minorities and women. This established a precedent for other large, private U.S companies to avoid litigation and government oversight by creating decrees in cooperation with Title VII.