Although the Equal Pay Act has been in effect since 1963, many problems inevitably arise in the administration of equal pay laws (Fisher). It has been estimated that, with the current slow pace of progression in closing the gender pay gap, it will be 2068 when the wages of men and women will be equalised. It is clear that the business case, as well as the legislative case, has a significant role to play (Commission Policy Report). There are some factors that stop or slow down equal pay for the sexes. These include behavioral factors, corporate culture and policies, human resource practices, and social and environmental factors (Giapponi and McEvoy, 2006). Behavioral factors are linked to lack of awareness of pay inequality. Women are unaware or do not care about wage inequality due to personal statements. According to the National Committee on Pay Equity, the behavioral factor is very important for wage inequality (Giapponi and McEvoy, 2006). Both social norms that deem it inappropriate to discuss or question the wages of others and company policies that discourage or prohibit such discussions contribute to women's inability to accurately evaluate their pay relative to their male colleagues (Giapponi and McEvoy, 2006). To avoid this type of awareness and ignorance on the part of women, there are four steps women can take to prevent these stereotypes from impacting potential raises. Women should be understood and learned their importance in the workplace and working life; women should signal their willingness to move within the organization. Women should insist on a contractual clause that calibrates their raises to raises paid to men of comparable rank and in comparable companies and, finally, women fill out information on the pay of comparables... middle of the paper... Age gap . hbr.orgEquality and Human Rights Commission Policy Report.(2011). Equal Pay: A Good Business Decision. ISBN 978 1 84206 429 0Fisher, Marguerite J. Equal Pay Legislation for Equal Work. Review of industrial and labor relations. Oct48, vol. 2 Issue 1, p50-57. 8 p.m. ISSN 0019-7939Giapponi, Catherine C. & McEvoy, Sharlene A. (2006) The legal, ethical and strategic implications of gender discrimination in pay: Can the Fair Pay Act succeed where the Equal Pay Act failed? J. Individual Rights at Work, vol. 12(2) Pp.137-150.Lawler, EE III, (1995) The New Pay: A Strategic Approach, Compensation and Benefits Review, 27, pp. 14-23.Payroll Manager's Letter, (2013).Q & As on Equal Pay.7/8/2013, Vol. 29 Issue 15, p6-7. 2p.ISSN 0895-7975.The role of the human resources department in closing the gender pay gap, report of the human resources management department, pp. 1-4, June 2003.