Through the 1960s, it was common to see job advertisements with separate categories for “men wanted” and “women wanted.” Passage of the Civil Rights Act of 1964, however, introduced questions about whether this practice was still acceptable. Title VII of the law prohibited employment discrimination based on race, color, religion, sex, or national origin. The specific question of job advertisements was addressed in Section 704(b), which prohibited “printing or publication of notices or advertisements indicating prohibited preference, limitation, specification, or discrimination . . . except that such a notice or advertisement may indicate a preference, limitation, specification, or discrimination . . . when religion, sex, or national origin is a bona fide occupational qualification for employment.” This statement left many questioning whether it was permissible to continue publishing sex-segregated job advertisements. The issue was brought before the Equal Employment Opportunity Commission (EEOC), which had been established to implement and enforce the new standards prohibiting employment discrimination.