In 1977, the Canadian Government adopted legislation to correct gender stratification in the workplace as part of the Canadian Human Rights Act. 9 years later the Employment Equity Act was introduced. "The purpose of the Act is to achieve equality in the workplace so that no person is denied employment opportunities or benefits for reasons unrelated to ability." (Human Resources Development Canada) 12 years prior the United States passed legislation to help correct workplace inequalities with the Equal Opportunity Employment Act. These acts, in theory, should eliminate gender bias and pay inequities, but so far, seem to have fallen short because these bias' and inequalities are still present. "Women continue to occupy the lower and middle ranks of organizations, have unequal access to training and promotion, encounter difficulty entering male-dominated professions, and are paid less than men for equal work"(International Labour Organization) Employment opportunities and promotion opportunities continue to be unequally distributed resulting in gender bias and pay inequities. Work cultures and informal networks are one of the causes of this stratification, along with institutional and attitudinal processes. Society and personal beliefs and/or socialization also account for inequalities. Finally, as a result of the 'glass ceiling' still being present in today's society, steps must be taken to break through the walls and end gender inequality in the labour force
            
             "Many times, the organizational culture and climate foster workplace inequalities and these inequalities are maintained by group pressure" (Hale p. 13). Informal networks within these agencies help maintain inequality because women are traditionally employed in lower status jobs and not permitted into the networks. "These jobs limit their access to be powerful employees" (McGuire p. 1). Because men tend to be the dominant group they seek to preserve their p...