• Women have had to fight for equal rights for centuries.women conversing image by Bionic Media from Fotolia.com
  
  Many countries of the world have anti-discrimination laws based on ethnic background, religious beliefs or gender. These laws extend into the workplace, particularly in the area of industrial relations. The laws are not difficult to understand, all being aimed at preventing discrimination based on several factors, including gender. Understanding the laws is half the battle. The other half is that an organization must actively work to implement them or face government boards of inquiry and possible fines.
  
  

Australia

• Australia passed the Equal Opportunity for Women in the Workplace Act of 1999 that prohibits discrimination based on gender. The act is lengthy, but in a nutshell, it prohibits discrimination of hiring and firing based on gender. Furthermore, it prohibits discrimination regarding promotions and maternity leave. Pay differences for the same job performed by men and women also are addressed. If a woman feels she has been discriminated against because of her gender, a complaint can be filed with the government's attorney general.
  
  

United States

• The United States has federal laws banning discrimination in the workplace. Like Australia, discrimination of any kind is prohibited. This includes hiring practices, promotion and equal pay for equal work laws. One law is Title VII of the Civil Rights Act of 1964. This law prohibits discrimination based upon a person's race or color, religion, gender or national origin. Another law is the Equal Pay Act of 1963. This law prohibits pay differences for performing the same job based on gender. For example, if a man and a woman work side by side doing the same job, one employee cannot be paid less than the other. If a woman feels she has been discriminated against, a complaint can be filed with the labor board.
  
  

Canada

• Industrial relations laws fall under the Employment Equity Act of 1995. This act was first introduced in 1986. In a nutshell, this Act prohibits inequality based on factors not related to job ability. The factors include gender, race or disability. Laws are in place to address gender discrimination pay issues. Pay equity legislation, under the Canadian Human Rights Act, prohibits gender pay differences for the same job performed. These laws provide for gender equality in the workplace, such as hiring and firing practices, promotion practices and pay practices. Complaints against employers can be filed with Canada's Department of Justice.
  
  Another act is the Federal Contractors Program, or the FCP (see reference 5, reference suggested by Editor). This act prohibits discrimination to the disadvantaged groups of women, aboriginal people, the disabled, and minorities. It is in effects for organizations having more than 100 employees and contracts with the government totaling CAN $200,000 or more. The organization also must be in compliance with the Employment Equity Act. If an organization wants to bid on a federal government contract, it must certify (in writing) that it is in compliance, or has taken steps to be in compliance with both acts.