I'm going to discuss the glass ceiling problem. In 2011, a staggering 1.5 million women filed a class-action lawsuit against Wal-Mart, based on gender discrimination; it was the largest sex discrimination lawsuit in history. Bobbi Miller, one of the plaintiffs, earned thousands of dollars less each year than her male colleague, who had considerably less experience than her. The other plaintiffs were Wal-Mart employees who were constantly passed over for promotions; when they asked about it, they were told that a management position is a “man’s job.” Cheryl Phipps, another employee, said, “We are demanding justice for ourselves and for all Walmart workers in this area who have been denied equal pay and promotion opportunities” (Cavaliere). These allegations demonstrate the gender pay gap and the glass ceiling, the inevitable barrier that prevents women from reaching leadership positions. In fact, approximately 75% of hourly supervisors were women, but only 33% of store managers were women (Carnes and Radojevich-Kelley 74). Like Wal-Mart, many other companies have gender inequality and discrimination. The glass ceiling is a significant barrier to gender equality, and it should be overcome through entrepreneurship. Despite the enormous progress women have made toward gender equality over the past century, patriarchy persists in the United States. From a business perspective, this is particularly evident in the glass ceiling, a term describing the invisible, but existing, barrier that prevents women from reaching high-level management positions (Buckalew et al.149) . The glass ceiling is reflected in the underrepresentation of women in these high-level positions; Even though women make up 46.7 percent of the paper, adults in the United States believe that women cannot focus on their work as much as men because of their family responsibilities. However, research shows that there is only a very weak relationship between being female and work interference, and that there are similar levels of family work interference for women. men and women (Hoobler et. al. 2009). Managers still generally have prejudices against women because they perceive family as a big distraction. This leads to managers not promoting women, who are stuck in lower-level jobs. On the other hand, some working mothers may choose to stay in their current job, instead of moving up the career ladder, because they feel that the stress of work and family will be too much to handle (Carnes and Radojevich-Kelley ). The perceptions of managers and employees can contribute to the existence of the glass ceiling..