Part of the Family?. Sheila Bapat

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СКАЧАТЬ from participation in any of the benefits of New Deal legislation…for the simple and effective reason that it has been deemed politically certain that their inclusion would have spelled death of the legislation in Congress.”³³ Unlike the NLRA, FLSA’s discriminatory intent was much more open and apparent. During the hearings on the legislation, Senator “Cotton” Ed Smith of South Carolina complained about the decay of America as a result of the introduction of African Americans into political society, saying, “I shall not attempt to use the proper adjective to designate, in my opinion, this bill [the FLSA]! Any man on this floor who has sense enough to read the English language knows that the main object of this bill is, by human legislation, to overcome the splendid gifts of God to the South.”³⁴

      The concept of equal pay as established by FLSA was just too radical for this era’s racial politics. Enforcing equal pay would have put workers of color on equal footing with white workers.³⁵ Representative J. Mark Wilcox of Florida stated: “You cannot put the Negro and the white man on the same [economic] basis and get away with it. Not only would such a situation result in grave social and racial conflicts but it would also result in throwing the Negro out of employment and in making him a public charge. There just is not any sense in intensifying this racial problem in the South, and this bill cannot help but produce such a result.”³⁶

      Thus, domestic workers were wholly left out of the first major worker protections the United States had ever seen. The exclusion was so clearly rooted in both racism and sexism that the entanglement of both in rendering domestic work invisible under the law is deeply evident.

      Post–New Deal Domestic Worker Policy and Activism

      During the mid-part of the twentieth century, pockets of domestic worker activism remained but did not emerge as a major force in the civil rights movement. Preeminent legislation of the era such as the Civil Rights Act of 1964 barred discrimination in employment but applied only to employers of fifteen or more people.³⁷ This naturally excluded households, as most would not employ that many nannies or caregivers. The Occupational Safety and Health Act and the Age Discrimination in Employment Act included similar employee-number thresholds.³⁸

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