National Women’s History Month, which is the month of March, goes back to March 8, 1857, when women from various New York City factories staged a protest over working conditions. International Women’s Day was first observed in 1909, and in 1987, Congress expanded to a month.

We are now three months into 2017 and still trying to fight for equality among for women.

Even though more women are preparing for work by getting a higher education than men, the number of women enrolled in undergraduate college and graduate school in 2015 was 12.5 million, comprising 55.4 percent of all college students.

As of 2015, there were 30.9 percent women age 25 and older who had obtained a bachelor’s degree or more. The percentage of men who had achieved the same was lower, 30.3 percent.

However, the median annual earnings of women age 15 and older who worked full-time, year-round, in 2015 was $40,742. In comparison, the median annual earnings of men was $51,212.

An unpleasant truth for women is that men are still earning more for doing the same jobs.

Over the years, this wage gap has become much smaller, but it is still significantly different.

The amount that full-time, year-round female workers earned in 2015 for every dollar their male counterparts earned is $0.80.

Many people ignore the truth of discrimination against women in the workplace.

If a woman feels she is being discriminated against, she should document her findings and immediately contact the human resources department in her place of employment.

If it’s proven that the employer is discriminating against them, the employer can be sued under provisions of the Equal Pay Act of 1963 and may be required to pay fines and issue back pay.

A woman who have the same job title as a man, with the equal level of seniority and equal responsibilities, is being discriminated against if she is being paid less than the man.

In addition, a female may be more qualified than a male for a job position but be less likely to get the job simply based on her gender.

Once in the workplace, qualified women may be passed over for a job or promotions because they become pregnant or because they might become pregnant. Or a job may be offered to a less qualified male applicant just because he is male.

Although the law prohibits an employer from asking about family responsibility, it often comes out during the interview process anyway. This may cause the hiring manager to pass over a qualified female candidate if the manager feels the job candidate may be torn between her home and job responsibilities.

Women also negotiate for promotions and raises as often as men but face more push back when they do.

Women still remain underrepresented, corporate America promotes men at 30 percent higher rates than women during their early career stages, and entry-level women are significantly more likely than men to have spent five or more years in the same role.

When looking closer at higher positions in the workplace, it’s easy to see that fewer women hold a position of power.

Women are less likely to think they have equal opportunities for growth and development and more likely to think their gender will play a role in missing out on a raise, promotion, or chance to get ahead.

Women who negotiate for a promotion or compensation increase are 30% more likely than men who negotiate to receive feedback that they are “bossy,” “too aggressive,” or “intimidating.”

Businesses are never going to admit that they have been a perpetrator of discriminating against women, and many women will not come forward to say that they have been discriminated against out of fear of being a “victim.”

Their are numerous laws preventing this kind of discrimination, but until enough cases are reported and major corporations are held responsible for their actions, it will not stop.