The Equal Pay Act of 1963 made it illegal for firms to pay differential wages to women and men who perform equal jobs in the same company, yet more than fifty years later, women still earn 77 percent of what men earn, according to the Bureau of Labor Statistics. Compared to fifty-plus years ago, when most women stayed at home, the proportion of men and women in the workforce was almost equal in 2015, and the educational achievement of women as a whole now exceeds that of men. According to June E. O’Neill, a professor at Baruch College, the main reason for the persistent gender wage gap is that women assume greater responsibility for child-rearing than men. Because women look for jobs that are compatible with meeting the demands of family responsibilities, this generally implies accepting lower wages. In her recent book, Reshaping the Work Family Debate, Joan C. Williams, a law professor at the University of California, summarizes research that suggests that women are still expected to take primary responsibility for child care and that men are stigmatized at work for taking on a share of that responsibility. She argues that, surprisingly, because this goes against their expected roles in corporate America, men report higher levels of work–family conflict than women do. The fact that it is “politically incorrect” for men to admit this publicly, according to her, makes this all the more stressful for men. Consistent with Williams’s findings, a recent poll by the Pew Research Center uncovered that even though the so-called women’s liberation movement is over 50 years old, 67 percent of respondents expect men to be primarily responsible to support a family financially. Writing in 2014, Molly Edmonds, a consultant on women’s workplace and family issues, discusses the “mommy wars,” referring to stay-at-home moms who often accuse working moms of irreparably harming their children, implying that women more than men face a difficult choice between earning more money and properly attending to their children’s needs.