In reality, workplace gender discrimination was the first frontier of prejudice that was actively removed from the modern American workplace. With the passing of the Equal Pay Act in 1963, women workers performing equal work to a male counterpart were legally required to receive equal pay. This form of civil rights protection based on gender came almost one year before the "groundbreaking" Civil Rights Act of 1964. Contrary to popular belief though, proving equal work for equal pay depends on several other factors aside from specific duties performed, but also includes previous experience, educational background, and other credentials, as well as the amount of responsibility and title each specific position has. Somewhat related issues to gender discrimination can be illegal inquiries and discrimination towards women regarding their marital status and pregnancy intentions. In addition, a burgeoning issue facing legislators and lawmakers are the rights of transgendered workers or workers with gender identity issues. As a fair rule, most employers are not allowed to discriminate against these individuals in the vast majority of cases; however, there are some doubters on the truly protective nature of the existing laws protecting gender identity and transgender employees.