Closing the pay gap between men and women is an ongoing struggle in nations around the world today. In many occupations, women are paid less overall than their male counterparts. One nation, however, is making strides to bring this pay disparity to light. British law will soon require large companies to publish information on the salaries paid to their employees, both men and women. While this is a big step forward in recognizing the gender pay gap, many women also face many other barriers to achieving equal pay, such as the “Mommy Tax” that journalist Ann Crittenden discusses in her article of the same name (Kirk and Okazawa-Rey 337). Another obstacle for women in the workplace related to the “Mommy Tax” is the way women are in general. From 2018, British companies employing more than 250 people will have to provide information on how much they pay men and women for their salaries and bonuses. . The UK government hopes this will push companies to close the gender gap. By showing how much they pay for each gender and how many men and women there are in each salary range, they hope that companies that have large pay gaps will have difficulty hiring competitive talent and will be forced to close the gap. Despite this progress, some believe that more can and should be done. Sam Smethers, chief executive of The Fawcett Society, an organization working for gender equality, believes that as well as shaming companies, sanctions are needed to help force companies to change. Others, like Carolyn Fairbairn, director general of aBoth of these topics contribute to the cause of the gender pay gap that Britain is trying to close with the new law, although it does not specifically address these particular causes. A gendered division of labor refers to “a division of labor between men and women whereby women have primary responsibility for home and education and men are primarily active in the public sphere” (Kirk and Okazawa- Rey G3). This idea is initially supposed to keep women out of the workforce, but by failing to do so, it would at least shame women in domestic and civic duties. This can be seen most easily in “The Mommy Tax” which describes the average amount of money a college-educated woman will lose if she decides to have children. This tax is even greater for women who leave the workforce to raise their children for several years (Crittenden 338). Many companies want “free” workers, and therefore those individuals who do not fall into that category, namely mothers, receive less money than their male or childless colleagues (Crittenden 440). Hopefully, by enacting this new law, companies that participate in this pay disparity will be seen and change their policies soon and women, whether mothers or not, can receive their due wages. The glass ceiling, however, is “an invisible barrier for women