The major role of the Equal Employment Opportunity Commission (EEOC) is to guarantee and promote equal job opportunities. The Commission enacted legislation prohibiting employment and workplace segregation based on people’s demographic characters. Some of the great laws against employment discrimination include the Civil Rights Act of 1964 and the Equal Pay Act of 1963 (Harvard Law Review, 2015). Due to the changing societal needs, the commission has enacted several other laws addressing these new employee requirements. For instance, the Commission proposed some amendments to the Age Discrimination Act. Successfully, the U.S Supreme Court upheld these proposed amendments terming them as an excellent way of promoting employee welfare. Despite the commission’s tireless efforts towards employment equality, some discriminatory measures are persistent in the labor department.

Regardless of the government’s vigorous efforts towards promoting workplace gender equality, gender discrimination remains consistent. For instance, most employment cases filed in the courts of law are gender related. In spite of their academic qualifications and clear demonstrations that they can work as good as their male counterparts, women still face workplace discrimination. Notably, sex discrimination is not a predominantly female issue as it also happens to men (Harvard Law Review, 2015). However, male-related reported cases are entirely negligible. Societal culture and norms explain the unending gender issues today. Our societies are predominantly patriarchal. The society ascribes leadership and security roles to men. On the other hand, the society expects women to handle lesser roles like household chores and supporting their husbands. These roles deny women the opportunity to advance in their careers. Men view them as household managers that cannot handle major roles.

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