The Equal Pay Act aimed for equal pay for men and women who performed the same work under similar working conditions , which however did not necessarily guarantee equal pay for women as employers based wages on quality and quantity, which separated women into low-skilled jobs and solidified gender barriers between men and women. The Civil Rights Act of 1946 prohibited discrimination “based on race, color, sex, religion, or national origin in determining wages…” (Henderson & Jeydel, 2014, p. 122) and added enforcement measures unlike equal pay. Take action by allowing women to benefit from a period of one hundred and eighty days when discovering inequalities in pay. The discrimination law prohibited employers from firing women because of pregnancy or pregnancy-related issues, but the actual job qualification gave employers a loophole through which they could take gender into account when employing a woman. person in a certain job. In the European Union, the Social Charter sought to guarantee equal rights for all part-time workers and stated that "unfair treatment of part-time workers may constitute indirect sexual discrimination against women" ( Henderson and Jeydel, 2014, p. , where he sought to reduce the gender gap between men and women.