Background In 1963, the Federal Government of the United States enacted the Equal Pay Act that effectively illegalized payment of different salaries to men and women for similar work on jobs that need similar qualification, effort, and responsibility and are performed under identical work settings. A year after the act was enacted, the Civil Rights Act was passed and this illegalized the favoritism of workers on the basis of race, religion, color, or sex. Under these law amendments, it is illegal to pay women less than their male counterparts for equal amounts of work done, this includes job transfers, promotions, or pay increases; influence of job evaluations to disfavor women; or deliberately discriminate males and females into jobs based on their gender (AFL-CIO, para. 1). More than 4 decades after these legislations were passed, women continue to receive less wages than men, especially in the private sector. The National Committee on Pay Equity reports that women still earn three quarters of what their male counterparts do. The percentage earning for colored women is even more appalling; African American women earn 67.5 % of what men earn, Latinas’ receive 57.7%, while Asian Americans receive 90%, all figures relating to the 2010 Census results (NCPE, para. 1, 2). It is not fair to pay women lower wages than men as both genders have the same ability and perform similar work under the same conditions. State census data further indicate that females in full-time employment receive less than men in similar positions in every state, although the pay gap differs. This trend continues despite the same statistics indicating that 40% of women were the principal breadwinners for their families in 2009 (NCPE, para. 3, 4). It is for these factors that I am writing this letter to inform the state of women’s grievances. Trend Common in Private Firms Many private firms and businesses have failed to perform equal pay audits. Any employee who raises the question of equal pay in such organizations risks his job. Monitoring such firms becomes difficult as they are under no legal obligation to make their pay statistics public. Moreover, the businesses operate robust ventures in more than one state and this creates a hurdle in attempts to look into the disparity between women and men’s wages. When such disparities are detected in these corporations, proving that they are a result of gender discrimination is not easy. The management in these corporations base the disparity on factors such as education and level of experience. Other reasons given include the high earnings of a few white males, and gendered patterns of occupational and career choice (Bates, para. 5). Are Women Less Educated? These claims are meant to make women comfortable with the wage gap- and possibly believe that they can avoid this situation by making similar educational, career, and wage-negotiation choices similar to those of men. Such content is unjustifiable. While it is true that pay is directly proportional to one’s educational status, using it to justify lower pay for women is totally unfounded. Data from US Census shows that gender pay gap widens with increasing levels of education, for example, women earn 60% less than t