Although CEDAW has been under consideration
in the U.S. for the past twenty-five years,
the U.S. has not ratified the Convention.
This article examines how a ratification of
CEDAW could affect U.S. employment law. The
author outlines the history of CEDAW in the
U.S. Using Canada, where CEDAW has been
ratified, as a case study, the article
explores how the Convention might affect the
U.S. employment discrimination law. In
particular, it focuses on four areas: equal
opportunity, pay equity, marital and
pregnancy protections, and sexual harassment.