Abstract Over the last 90 years women have battled to become identically tantamount with men in all aspects of life and work. Women have made enormous advances in edification and vocation but parity in pay and promotions in the workplace still elude them. It is well documented, prominent and discussed that women earn less. Why is this transpiring and is inequality as skewed as most cerebrate? If there is a “glass ceiling” why is it there and what can women do to navigate around it to become prosperous top level executives with matching emolument? What can managers do to ascertain that women have as many opportunities as men and equal pay? Introduction Parity sought by women was something that commenced in the 1800s. With the passing of the 15th amendment in 1865, African-American men were given suffrage following the civil war. It would take another 55 years afore women would be sanctioned that same right. The women’s movement known as feminism commenced in 1848, when the first women’s rights convention was organized. During this time in American history, women had very few rights and constrained edification, due to not having very many colleges they were sanctioned attend. They were withal considered to be the property of their husband or father. This denoted that anything they owned did not genuinely belong to them. Women fought hard to gain the first step in the peregrination to equality, which was the right to vote. The signing of the 20th amendment in 1920 gave women the right to vote. Over the last 93 years women have made great advances toward parity but total equality in pay, executive positions and high earning positions still elude them. Thus, it is imperative for Human Resource Managers to alleviate this lingering quandary. Current Workforce Environment Today the current makeup of the labor force is 52 percent male and 48 percent female. Women are represented virtually equipollent with men in the workforce. When it comes to low and mid-level management positions women and men are withal represented virtually evenly. This is not the case with top management positions and women withal make less per dollar than men for the same positions and responsibilities. Glass Ceiling Commission Not only do women on average earn less they withal have seemed to hit a soi-disant, “Glass Ceiling” as they endeavor to obtain top level positions. The Wall Street Journal made this a popular phrase in the 1980s. It is defined as a transparent ceiling that obstructs women and minorities to reach upper level management levels in the workforce. This term lead to the government enacting the Glass Ceiling Act, which in turn engendered the Glass Ceiling Commission. Their assignment was to conduct studies and come to some conclusions and recommendations on “eliminating artificial barriers to the advancement of women and minorities” to “management and decision making positions in business”. After a few years of investigation, evaluation, and analysis the commission issued a report in 1995. The report cited that a “Glass Ceiling” was indeed prevalent and an earnest shortcoming in the workplace. They found that “97% of the senior managers of Fortune 1000 industrial and Fortune 500 companies are white; 95 to 97% are male. In Fortune 2000 industrial and accommodation companies, 5% of senior managers are women and of that 5%, virtually all are white”. In integration, the study found that one of the reasons women are not achieving high calibers is due to the fields they worked in. Usually the people promoted to the highest calibers deal with some aspect of overseeing profits and losses for the company or bring revenue into the organization. The pool of management typically emanates from management in the areas of finance, sales, or production. Managers in those key areas reach the high caliber positions, whereas women manage areas such as human resources and administration, which do not follow a path to the top positions within an organization. Possible Reasons Why Women Earn Less There are many reasons why women earn less than men. One is attributed to the education and work environment women seek. Women often look for jobs that have mundane hours, good working conditions, and safety. Men without a college education enter vocations such as fire-fighting, truck driving, and construction which are highly male vocations but withal highly perilous. Women without a college education enter female vocations such as being a secretary, cashier, and child caretaker. The men in essence earn more due to the hazardous nature of the work environment, “of the deaths that occur in the workplace, 92% occur to men”. We withal visually perceive a disparity in the areas of education women and men pursue as well as the edification level. Women incline to choose their field of study in the arts and convivial sciences more than men. Women additionally pursue their area of interest over an area that will lead to a