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Equal employment is a basic means to earn income people, respected by society, to achieve self-worth. This conclusion is suitable for men and women. However, in real life, women's employment problem has shown some non-optimistic characteristics，such as female employment difficulty, the female unemployment rate is higher than that of male, female training and fewer opportunities for promotion, and called for women to return to the family. For these problems, we can not simply reprimand for gender discrimination. We need to analysis the deep-seated reasons that it can help to ease the women in the labor market weak position. The equal employment opportunity is an important indicator of the men and women of evaluation of gender equality.

In this case study, I will talk about that Wal-Mart’s sex discrimination has suffered a collective prosecution from millions of female employees. The EEOC helped litigate the case. The sex discrimination case can be traced back to 2001. At that time, six Wal-Mart female employees sued that company has sex discrimination. In the lawsuit, they said they do the same work with male employees but do not get the same salary, and the opportunity to get a promotion is very little. A female employee said she was told that the reason of not suitable as the management position, is that she could not move a 50lbs heavier bag of dog food. These six female employees asked the court to give them rights as a whole sue the company. They are asking Wal-Mart not only to pay punitive damages and pay them less to pay wages, but also to change the wage practices.

In 2007 and 2010, the federal judge ruled in favor of female employees twice aspirations. This means that the number of female employees involved in this case may be a substantial increase. US media estimated that the total will be around 100 million people. At the same time, this also means that Wal-Mart once lost, only for payment of female employees' compensation will reach billions of dollars. Wal-Mart immediately filed an appeal, the Supreme Court agreed to accept at the end of last year. This will be the last chance to avoid a massive Wal-Mart class action. At the hearing, the plaintiffs' lawyers pointed out that 80% of Wal-Mart employees paid by hour are female, and only 30% of store managers are female. In the male-dominated management mode, women in wages and career advancement are facing unequal treatment. Wal-Mart denied the allegation, and asked the Supreme Court to stop such collective action. Wal-Mart believes that the company had developed a policy against gender discrimination. Wage difference is based on the performance of employees, regardless of gender. Problems individual managers should not be increased for the entire corporate culture. Ms. Giselle Lutz, executive vice president of Wal-Mart human resources has "personal experience." She said she had been raised to vice president from a junior management position