Introduction Peterkin (2012) explains that the Equal Pay Act of 1963 was enacted to facilitate equality between men and women in terms of their pay. However, to date, there are still certain obstacles that contribute to the huge pay gap between men and women. Identification of the obstacles to women equality One of the reasons contributing to a huge pay difference between men and women is the choice of what they study as their college major (Peterkin 2012). Irrespective of the choice of the major, the male graduates earn way more than the female graduates. Sandberg (2010) gave a presentation at the TEDWomen talk in 2010 and pointed out that women prefer personal fulfillment to professional success. In this case, when we compare the career woman to her male counterpart, there is a difference in that the career women at the same level have children and a husband to take care of while men are not always directly involved in taking care of children. When women indulge in their careers, they forego their opportunity to raise a family, while the male managers have the capacity to excel in their careers and raise a family as well. The employers and the society also need to make both men and women feel important. Men are pressurized to succeed but this is rarely the case with their female counterparts. The women’s tasks are heavier than those of men considering they have to take care of their families in addition to office responsibilities (Sandberg). What causes the obstacles? The women who are given top positions in companies do very little to change the current belief in the society about the best jobs being taken over by men. Bennett observes that the women do not take up their responsibilities in the top positions in fear of being called bossy and therefore they still contribute to the sexism. Women tend to lean back at the workplace especially if they are considering starting a family. Women should not leave their employment or ignore promotions by making premature decisions which may act as their own limitations to success in future. Sandberg (2010) encourages women to keep working hard to ensure that even when they take a break, they have a job to look forward to when they resume. Bennett (2010) acknowledges that women are exposed to discriminatory practices that are based on certain beliefs that categorize specific jobs for women, thereby limiting what they can do in an organization. Employers too contribute to the issue of inequality by reserving certain jobs for women and others for men. Ways of overcoming the obstacles Peterkin (2013) notes that women should be advised to choose the best majors that will increase their earnings. In addition, women should be willing to be more active in negotiating their salaries. Though this will not entirely create the desired equality effect, a better option would be for the employer to take decisive action. Employers ought to implement policies that facilitate equal pay between men and women. Women empowerment strategies have contributed to increase in their employment. A good example is when the ‘girl power’ movement began in early 2000 and led to an increase in the rate of employment among women (Bennett 2010). According to Sandberg (2010), women ought to be advised to ‘si