The Civil Rights Act of 1991 gives women considerable more clout in their defense against discrimination than did the Civil Rights Act of 1964. The Civil Rights Act of 1964 prohibited discrimination against women who successfully filed suit against their employers for unfair practices. The Act also states that these women can only receive back pay and reinstatement in their old jobs. However, the 1991 Civil Rights Act, incorporated previous laws while also easing the burden on employees suing to prove job discrimination. With

Women have made key victories, both in the political arena and in Corporate America. Thousands of women managers are in the pipeline and on the right track to assume their rightful places in the ranks of corporate executives. If current efforts bear fruit, the glass ceiling will no longer be a limiting factor for women of the 21st century.

Diversity goals can help but women into the pipeline through the hiring process. The presence of women in senior positions tends to attract women who hold similar aspirations. Once employed, women must receive the training that will allow them to move into the corporate ranks. For example, Colgate-Palmolive favors fast tracking its employees through cross training. Cross training exposes the employee to a variety of functions within the organization; the broad base of knowledge acquired is critical to success as a future manager.

Despite the efforts of some companies, gender diversity is still sorely lacking in Corporate America. A recent study revealed that of America’s 500 largest companies, women held only 10 percent of the top executive positions. “For all the bravado of the past decade, women in most organizations are not much further along. The glass ceiling has not shattered” (Himelstein 64).

In recent litigation, women have begun testing the extent of their employment rights beyond the rights guaranteed to them in the Civil Rights Acts. An example of this is a group of eight women employees of the Stroh Brewery Company in Detroit. These women charged that their employer had created a working environment that was hostile to women.

Although the presence of strong laws is powerful ammunition to fight to eliminate discrimination in the workplace, litigation is not the most effective solution to the problem. Women who experience workplace discrimination are often reluctant to file official complaints for a variety of reasons including; feelings of inadequacy, fear of reprisal, and fear of being labeled troublemakers. Some women also fear retaliation from their employers as well.

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