Over the last fifty years, the United States Congress passed a number of federal equal opportunity laws designed to end employment discrimination. Congress also created the Equal Employment Opportunity Commission (EEOC) in 1964 to enforce these laws. Equal opportunity laws forbid discrimination against a person based on gender, race, ancestry, birthplace, culture, age, disability, religious practices, or language characteristics common to their ethnic group. These laws also prohibit sexual harassment, which includes requests for sexual favors or conditions “that create a hostile environment for persons of either gender.” In addition to federal laws, many states have enacted laws that outlaw employment discrimination and harassment based on marital status, political affiliation, and sexual orientation. Anyone who thinks they have been a victim of employment discrimination may file a charge with the EEOC. When a charge of discrimination is filed, the EEOC investigates the matter. If the EEOC finds that discrimination did occur, it will work with the employer to remedy the problem. Some of the “remedies” that the EEOC might insist on include hiring, back pay, reinstatement, or promotion. In some cases, individuals may also file a lawsuit in civil court if they have been harmed by discrimination.