The Glass Ceiling And The Wage Gap Essay

The Glass Ceiling and the Wage Gap Essay
Women face many obstacles as they climb their career's hierarchy and for many different reasons their wage is comparably less than that of males.
After the movements toward equality in the workplace, many think that sex discrimination isn't present anymore. However, many still believe that the
glass ceiling hasn't shattered and still possesses a barrier for many women in the labor force. The glass ceiling and the wage gap exist for various
reasons but, like many other women leaders, women can break the glass and abolish the gap.
INTRODUCTION
The glass ceiling is defined as the "unseen, yet unbreachable barrier that keeps... women from rising to the upper rungs of the corporate ladder,
regardless of their qualifications or achievements." ... Show more content on Helpwriting.net ...
In the law field, women "attorneys earn 80.5 cents for every dollar earned by their male counterparts." In the medical field, "female physicians and
surgeons earn 64.4 cents on the dollar." In retail, females earn "70.6 cents for every dollar earned by" male counterparts. Females in full–time
managerial positions "earn 81 cents for every dollar earned by their male manager peers" and "female truck drivers earn... 76.4 cents on the dollar."
The remaining money from the female–male wage gap "may attribute to discriminatory practices." The differences in income exist but "women work
close to two–thirds of the world's work hours [and] earn only one–tenth of the world's income" (Graham 148).
Equality "for both sexes is still somewhat elusive at home" (146). In the United States, "women make up more than 50 percent of the population" but
there are only "20 women in the Senate [out of 100 Senators] and 79 women in the House of Representatives [out of 435 Representatives]" with no
female President and only one "vice presidential candidate, Geraldine Ferraro, in 1984" (146–147). Though
... Get more on HelpWriting.net ...

The And Glass Ceiling Is Real
2017 And Glass Ceiling Is Real
In the United States of America, men seem to want full control. Corporations, organizations, schools even religions have been created by men and for
men and they have great opposition to women infiltrating their management positions. Men have created glass ceilings for women in the workplace. A
glass ceiling is an artificial barrier that allows women to see the top of the corporate ladder, but at the same time denies them access to the higher rungs
of that ladder. Women keep hitting their heads on the glass ceiling until they develop so many knots on their heads that eventually they give up on their
goals and ambitions Do men Know better?
More women today have higher education with higher grade point ... Show more content on Helpwriting.net ...
Women do most of the invisible work in Corporate America. If this work were made visible, men in Corporate America would not receive all the glory
for the jobs they have. As you see, educational attainment is a key ingredient to shattering the glass.
Women are beginning to see that the best way to get to the top of any type of business is to create their own business. In women owned businesses
today, the women seem to accept any business background shortcomings and seek education and training before they take the leap. Women try to
base their decisions on logic and on sound business decisions. They do not seem to "shoot from the hip" the way many men do in the business world.
In corporations that have dared to hire today 's businesswoman, it seems these women officials are easier to work with in a consensus team building
environment. Women tend to offer higher wages to their employees and fight for better benefits for them as well. Women know the need for flexible
hours, childcare, and better insurance. All in all, it seems that women understand the problems of their employees. They work hard to be number one
and in turn make their employees feel like they are number one to them.
In most corporations today, the glass ceiling goes unnoticed and certainly unquestioned. Corporations boast of being a great place for women to work,
but women are always middle management, not higher

The Glass Ceiling and How Gender Discrimination Affects Women
The Glass Ceiling and How Gender Discrimination Affects Women
Does Father really know best? In Corporate America, men seem to want full control. Our organizations have been created by men for men and they
have great opposition to women infiltrating their management positions. Men have created glass ceilings for women in the workplace. Aglass ceiling is
an artificial barrier that allows women to see the top of the corporate ladder but at the same time denies them access to the higher rungs of that ladder.
Women keep hitting their heads on the glass ceiling until they develop so many knots on their heads that eventually they give up on their goals and
ambitions. Father knows best! I don't think so! More women today have higher ... Show more content on Helpwriting.net ...
As you see, educational attainment is a key ingredient to shattering the glass. Women are beginning to see that the best way to get to the top of any
type of business is to create their own business. In women owned businesses today, the women seem to accept any business background shortcomings
and seek education and training before they take the leap. Women try to base their decisions on logic and on sound business decisions. They do not
seem to "shoot from the hip" the way many men do in the business world.
In corporations that have dared to hire today's businesswoman, it seems these women officials are easier to work with in a consensus team building
environment. Women tend to offer higher wages to their employees and fight for better benefits for them as well. Women know the need for flexible
hours, childcare, and better insurance. All in all, it seems that women understand the problems of their employees. They work hard to be number one
and in turn make their employees feel like they are number one to them.In most corporations today, the glass ceiling goes unnoticed and certainly
unquestioned. Corporations boast of being a great place for women to work, but women are always middle management, not higher management.
Women are only 2% of the top wage earners in Fortune 500 companies, according to the Department of Labor. Of these women executives, 60% of
them are sexually harassed by male

The Glass Ceiling In The Workplace
Over the past few years, the percentage of women in lower managerial positions has increased tremendously while the number of women who reach
the top is still just a small proportion. They are held back by an invisible barrier that is named the glass ceiling (Dreher, 2003).
The glass ceiling is a concept that is repeatedly used in studies, analyzing inequalities between men and women in the workplace (Baxter & Wright,
2000). The phenomenon "glass ceiling" has been used universally in the media as well as in official government reports (US Department of Labor,
1991; A fact–finding report of the Federal glass ceiling commission, 1995) and academic publications.
The federal Glass Ceiling Commission was founded in 1991 with its mandate to identify certain barriers that have blocked the promotion of minorities
and women. They refer to the glass ceiling as an "Unseen, ... Show more content on Helpwriting.net ...
Nowadays people refer to the glass ceiling when describing a situation where women and minorities are held back from advancing to a certain level
(Jackson, 2001).
Although women can get access to the first levels of managerial hierarchies, at some point they will hit an invisible barrier that blocks them of any
further upward movement. As one of the early writers, who used the metaphor, Hymowitz and Schellhardt (1986) describes the glass ceiling as an
obstacle in organizational hierarchies that is situated just below the top management level (Dreher, 2003).
The definition of the concept glass ceiling has changed over time. Taken literally, the metaphor of the glass ceiling implies the existence of an
impermeable barrier that blocks the vertical mobility, below this barrier women and minorities, are able to get hired by male – dominated
organizations, and can get promoted, above this barrier they are not. (Baxter & Wright, 2000). Sometimes they are considered to be promoted to a
higher position, but rarely reach that position (Maume,

Glass Ceiling Of Business
GLASS CEILINGS IN BUSINESS
Pants today are globally worn by both men and women, however, behind this piece of material reveals the symbol of equality between both genders.
The significance of pants worn by women signifies the many challenges women went through to get to this role of equality.
Centuries ago, women did not have the same rights as men. Women wearing pants was a process in history that women fought long for. The revolution
of women's clothing from bloomers and corsets, to comfort and sensibility, helped advance women's role in society, and add to quality of life.
Women were expected to maintain the stereotype as a housewife. Women generally did not take part in any workforces, they were expected to stay
home, and take care of the children. To signify their role in society, in the 1840's women were "[...] characterized by low and sloping shoulders, a low
pointed waist, and bell–shaped skirts that grew increasingly voluminous throughout the decade... Hair was parted in the center with ringlets at the
side of the head, or styled with loops around the ears and pulled into a bun at the back of the head. Paisley or crochet shawls were fashionable
accessories, as being linen caps with lace frills for indoor wear, and large bonnets for outdoors. Capes with large collars were fashionable, "states the
"History of Fashion" (History of Fashion 1840 – 1900, n.d., para 1). The differences in wardrobes did not just distinguish men and women, but, it
displayed the quality

Glass Ceiling In The Workplace
The glass ceiling is the metaphorical representation of the difficulties minorities, and women face when attempting to move to higher levels of the
organization hierarchy (Berry & Franks, 2010; Johns, 2013). Though commonly used to refer to the invisible and implied limits put on women, the
other minorities whose upward mobility is restricted by the glass ceiling are discriminated on the basis of race, age, or sexual orientation (Johns,
2013). The glass ceiling also includes the life issues that the minorities such as women have to balance with their work as they seek to advance in the
workplace.
A 2015 report by Pew Research showed that 25 Fortune 500 companies had female CEOs (Fairchild, 2015). While this is an improvement from the last
two

The Glass Ceiling
I consider myself a feminist solely on the premise of the word's definition. Webster defines feminist as "the belief that men and women should have
equal rights and opportunities; the theory of the political, economic, and social equality of the sexes." Our country was founded on similar beliefs but
the gender equality segment was forgotten. Women did not have the right to vote or even work until the 1920's. Even today, women struggle to be
considered equals in all aspects of American life. America is still widely seen as a largely patriarchal society even when there are statistically more
women employed and single–handedly maintaining a household than ever before. Due to the effects of the glass ceiling, women are continuing to earn
less than men in the same career fields with the same amount of education. Double standards and the hyper sexualization of women in the media is a
common phenomena in our media outlets. There is such a negative stigma placed on feminist beliefs and practices but if people were to get past the
stereotypical persona of a feminist, they would be able to understand the importance of the movement. I've also found how vital the feminist movement
is for me both professionally and personally as I transition into adulthood. As I mentioned in the introduction, women have struggled and continue to
struggle to find equality in the workforce. The glass ceiling was initially utilized by feminist activists to express concerns about the barriers that were

The Glass Ceiling And Glass Escalator
Gender roles are socially constructed rules that dictate the types of acceptable behaviors based on sex. In modern society, gender roles continue to
hinder the progress of equality between a man and a woman. A man and woman's acceptable role in a 1960s American society is clearly portrayed in
the episode of Smoke Gets in Your Eyes (2007), written by Matthew Wieners, of the seriesMad Men. The episode illustrates the concepts of the glass
ceiling and glass escalator, and how these concepts affect home and work life for two women: Peggy Olson, one who plays by her gender role, and
Rachel Menken, one who breaks free of her gender role. The concept of the glass ceiling is explained as the struggle of a certain group in upward
mobility. As portrayed in the episode, women struggle with the glass ceiling in typically men's occupations. In the episode, Don Draper, the creative
director of the "Sterling Cooper" advertising agency, must come up with an advertising idea to effectively sell cigarettes after a claim has been made
stating cigarettes are harmful to the public (Wiener 2007). To help him combat the issue, the company provides research on how people will enjoy
smoking cigarettes regardless of the health risks. Although the research may have been helpful in guiding his ideas, which is proven later on in the
episode, Don rejects the research simply because the researcher is a woman. This is evident when he does not deny his colleague Salvatore Romano's
sarcastic statement: "Oh

The Glass Ceiling
In this taking sides chapter, the author addresses the well–known debate on whether women experience barriers due to society norms and expectations
of their abilities to be a leader or is there an evolutionary preference to choose men over women. On the yes side, the author expresses the numerous
statistics that prove women have a barrier stopping them from climbing the career ladder and making it to the very top. To further explain this
phenomenon the author uses a metaphor that is also well known called the glass ceiling when referring to women and the obstacles they face. The
metaphor describes women climbing the career ladder while viewing their ultimate career goal, but hits the ceiling preventing them to go any further
when they almost

Women's Glass Ceiling Essay
Women are ready and able to occupy top executive positions. This was the case in the inspiring story of Gert Boyle. When her husband died of a heart
attack, he left her with a debt–ridden company and no knowledge on how to run it. In spite of that, thirty two years later, she has turned Columbia
Sportswear Inc. into a successful outerwear company, competing with North Face and REI. She had to make difficult decisions along the way,
including once she had to fire 55 employees as a strategy due to low margin profits. Nevertheless, Mrs. refocused on new ways to push the company
forward by listening to her customers' requests. Since 1984, sales have grown from $3 million to over $700 million (Ivanevich, 2002). Today more
women are... Show more content on Helpwriting.net ...
Almost half, 46.3 percent of the companies have no female directors, and 30 percent have no female directors. Despite increasing number of women in
corporate America, women are undeniably underrepresented in most powerful executive positions (Gile–Olivarez, 2009). Few lines about the work of
author Hilary Cosell (1985) who wrote the next few words, in her Book titled Woman on a Seesaw: "I think we're being terribly misled about how
much success woman as a group have achieved and about how real that success actually is. I think there may bitter day of reckoning for many of
us that's not too far off. A day where women will say: I gave up my personal life, I destroyed my marriage, I did not have children, I gave up this
and gave up that and what was it for? I still have not been able to achieve the way men do, in the same arena they do, the way I was told I could.
Let's face it: women are no longer disenfranchised, but we do not have anything like the power of the white male corporate establishment. I do not
know if we will ever acquire that kind of power but if we do, it is not going to be anytime in the near future" (Morrison, 1992). The words of Hilary
Cosell are indeed discouraging but she seems to hit "right on" some of the issues that women experience while placing themselves last. Subsequently,
finding they are giving up, and /or balancing family and career. Clearly, Mrs. Cosell struggled with the job

Glass Ceiling and the Effects on Women
INTRODUCTION
It's 4:57PM and your superior has just emailed you and a fellow co–worker a project that is needed by 8AM tomorrow morning. You glance at the
clock and realize you have two minutes before you must dash out of the office and rush 45 minutes across town to pick your child up from a
daycare that closes in 30 minutes. Clearly, there is not nearly enough time to complete the request. You look at the office across from you and see
your childless, single counterpart who simply smiles and says "...go ahead. I'll handle the request". All the way home you beat yourself up.
Pondering how this will look to your superior? Will you look like a slacker or not be considered a "team player"? Or even worse... what potential
promotion did you just ... Show more content on Helpwriting.net ...
Career outcomes require people to be proactive, take initiative and ask for a pay increase and increased work benefits. Men are more likely to be
more aggressive and create their own opportunities to advance. "Social mores and male attitudes make an effective barrier to women rising above
certain points; this tendency brings to mind a glass ceiling" (Toussaint 1).
To illustrate how Glass Ceilings are created, consider the following: Circa 1992 – Woman, mid thirties, recent graduate from prestigious Business
school with a BS in Accounting, attends a mandatory job fair and interviews with a university placement counselor. This recent graduate has an
impressive resume, which lists her outstanding academic achievements. It is clear to the interviewer the graduate's ability to multi–task while raising a
family, working part–time and managing classes. Most of the attendees at the job fair are male, mid–twenties, aggressive and with similar academic
achievements. The advice from the placement counselor was honest and straightforward, so he thought. The counselor stated to the graduate, "Thirty
something married women with families will rarely progress as a manager in a large company. Most women in this category are placed in small to
mid size companies as a Staff Accountant, Full Charge Bookkeeper or possibly mid–level management in a Human Resources Department with limited
advancement."
That statement could have been viewed as a self–fulfilling

The Glass Ceiling And Gender Gap Between Men And Women
All the leading and developing economies throughout the world are in favor of empowering the women in business. Leading organizations like IBM,
Johnson & Johnson, and Ernst & Young are doing exceptionally well to empower the women in business. Several studies have already confirmed that
the organizations that are promoting women are able to outperform their competitors on every measure of profitability and growth (Hoobler et al.
2016; Cook & Glass, 2014). However, the overall scenario is not encouraging, and the women are still widely struggling to represent themselves in
corporate leadership. Less than 5% of the 1,000 major U.S. organizations have female CEOs (Forbes.com, 2016). Moreover, the glass ceiling (a barrier
that restricts women from moving up in the corporate hierarchy to the management and executive roles) and gender diversity widely exist throughout
the world.
The key purpose of the article is to identify the major reasons behind the persistent wage and gender gap between men and women in senior leadership
positions. In addition, the article also explores the possible remedies to overcome the identified barriers to women barriers to their advancement to
corporate hierarchy. For the purpose, the article investigates the literature on the workplace gender behavioral differences, analyses the empirical
findings of the studies related to the relationship between gender diversity in senior management and organizational performance, and reviews the
current data on

The Glass Ceiling: A Human Capitalist Perspective Essay
The glass ceiling is an invisible barrier preventing women and minorities from advancing into upper management (Bell 67). Despite extensive
legislation and the widespread implementation of equal opportunity policies, there is still widespread structural inequality and job segregation in
organizations throughout the United States. "The level of the `glass ceiling' varies among organizations and is reflected in different employment
patterns, hiring practices, and promotion plans" (Adler 451). The purpose of this paper is to provide background as well as a more in–depth analysis
of the glass ceiling phenomenon and apply a human–capitalistic theorist perspective to the issues.
Women are underrepresented in managerial (Adler 451) and ... Show more content on Helpwriting.net ...
In addition, women are seen to be less committed to labor force participation than men. "High turnover rates and low productivity levels in
females–dominated occupations" produce this stereotype (Adler 450). Gender stereotypes of this nature result in loss of opportunity for women to gain
the necessary job experiences for advancement (Bell 67).
"Women's advancement often stops short of the general management level" as a partial result of discrimination by white men in positions of power,
which include the differences of developmental job assignments they are afforded (Ohlott 46). "Developmental job assignments have been found to be
one of the most important factors in preparing both men and women for upper–level management positions" (Ohlott 46 – 47).If women do not
experience these same job assignments, they may be less prepared than men for handling future upper–level management jobs. These types of job
assignments lead to high–level positions, make managers more visible, and prepare them for future jobs. With men being in the top ranks of
organizations in most cases, they are less likely to assign these challenging tasks to female subordinates (Ohlott 49). "Organizations more often move
women into staff positions and out of functions central to a business" mainly because those making the staffing decisions are more interested in
advancing their own careers (Ohlott 49).
The second sets of barriers, as mentioned

The Glass Ceiling Theory : Women And Minorities
In the past women and minorities have dealt with several obstacles that has prevented them from becoming leaders in organizations. According to
Sanchez–Hucles and Davis (2010), women and minorities have experienced discrimination and biases that has prevented them from achieving and
performing in leadership roles. Fortunately, both women and minorities have come a long way since that time. The glass ceiling theory that has been
preventing so many women from achieving leadership roles has been cracked. Now according to The Department For Professional Employees
(2014), "there were almost 67 million working women in the U.S.", and according to Burns, Barton, and Kerby (2012), "people of color made up 36
percent of the labor force". Although they've made great strives towards improvement, they sadly still face obstacles as leaders.
New research suggests that one obstacle women and minorities now face is the "glass cliff". According to Jones (2013), "the "glass cliff" is the
concept that nontraditional leaders (women and minorities) tend to be put into leadership roles during times of crisis and decline". Glass and Cook
(2014) explain that, "There have been high–profile cases of women appointed as CEOs, then blamed for their companies' failures within six months or
a year". Glass and Cook (2014) continue by stating that, "Companies' common response is to think they need a 'corporate savior,' a white male, and
give him longer to produce results. Women and racial minorities are

Gender Segregation And The Glass Ceiling
The terminology of 'the glass ceiling' defines a variety of barriers that prevent qualified individuals from advancing higher in their organization and
the phrase glass ceiling is used most often in regards to women in the workforce (Adair, 2009). In addition, the glass ceiling was a term coined by
an American newspaper, the Wall Street Journal, a couple of decades ago to describe the barriers that prevent women from reaching the top ladder in
both economic and political fields (Williams, 2006). Although it is true that many women have finally become managers after fifty years in the job
market (Driscoll & Goldberg, 1993), few have made it to the very top (Adair, 2009) in recent years.
In this paper, it would like to examine the gender issues in employment and management and analyze equal opportunities policies and strategies for
managing diversity and work life balance. First of all, the paper would like to examine the issues relating to women at work in terms of vertical and
horizontal gender segregation, and investigate theory to understand why and how subordination of women exists in the workplace. Secondly, how
individual women have progressed in organizations and how they have broken through the glass ceiling will be looked. At this stage, some successful
women managers and entrepreneurs will be introduced. Finally, the policies and strategies that governments and employers can adopt to address
workplace discrimination including equal opportunities policies,

The Glass Ceiling : A Human Capitalist Perspective
The Glass Ceiling: A Human Capitalist Perspective
The glass ceiling is an invisible barrier preventing women and minorities from advancing into upper management (Bell 67). Despite extensive
legislation and the widespread implementation of equal opportunity policies, there is still widespread structural inequality and job segregation in
organizations throughout the United States. "The level of the `glass ceiling ' varies among organizations and is reflected in different employment
patterns, hiring practices, and promotion plans" (Adler 451). The purpose of this paper is to provide background as well as a more in–depth analysis
of the glass ceiling phenomenon and apply a human–capitalistic theorist perspective to the issues.
Women are ... Show more content on Helpwriting.net ...
Women are perceived as being less knowledgeable or less qualified than men. They are also viewed as being less responsible or unreliable, due to
family related issues, than men are. In addition, women are seen to be less committed to labor force participation than men. "High turnover rates and
low productivity levels in females–dominated occupations" produce this stereotype (Adler 450). Gender stereotypes of this nature result in loss of
opportunity for women to gain the necessary job experiences for advancement (Bell 67).
"Women 's advancement often stops short of the general management level" as a partial result of discrimination by white men in positions of power,
which include the differences of developmental job assignments they are afforded (Ohlott 46). "Developmental job assignments have been found to be
one of the most important factors in preparing both men and women for upper–level management positions" (Ohlott 46 – 47).If women do not
experience these same job assignments, they may be less prepared than men for handling future upper–level management jobs. These types of job
assignments lead to high–level positions, make managers more visible, and prepare them for future jobs. With men being in the top ranks

The Glass Ceiling
African American Women in Higher Education
African American women's involvement in education in the United States can be dated as far back as slavery, when enslaved women secretly
learned to read and write. Although it was illegal for any slave to learn how to read or write, some female slaves had an infinite spirit of courage and
risked their well–being in efforts to teach other slaves to read and write (Wolfman, 1997). The late 1750s proved to be a time period of change for
African Americans. During this time, a small portion of institutions of higher education allowed African American students tobe admitted. Oberlin
College was the first institution of higher learning to admit students of African Americans and the first college to award... Show more content on
Helpwriting.net ...
Thomas, Bierema, and Landau (2004) also describe the glass ceiling as a metaphor for the invisible barrier used to pushed women to the sidelines to
slow their upward mobility and career growth. The authors suggest the glass ceiling is created by prejudicial practices such as cultural tendencies
and power, and believe that glass ceiling practices keep women in compliant roles, making them inferior to males (Yasin & Helms, 2007). In 1989,
Elizabeth Dole, Secretary of Labor for the Bush administration, launched a Department of Labor investigation to identify glass ceiling practices. The
investigation found there were no women employed at nine major corporations that were awarded significant government contracts (Office of Federal
Contract Compliance, 1991). As a result of the investigation, the Glass Ceiling Act was enacted in 1991 as Title II of the Civil Rights Restoration Act
and a commission was formed to identify barriers and implement strategies to promote employment opportunities for the advancement of minorities and
women (Falk & Grizard, 2003). The research available on glass ceiling practices in higher education is limited. However, there are some researchers
who have examined the practices as it relates to higher education. Unfortunately, in higher education the majority of the available research focuses on
the deferential treatment of female faculty. Some of the researchers who did examine the effects the glass ceiling had on women pursuing executive
positions in higher education (Thomas, Bierema and Landau, 2004) showed that male–controlled environments contributed to the limited access
women have had to leadership positions, acknowledge the existence of the glass ceiling, and suggest it serves as a significant barrier to women seeking

Glass Ceiling Effect
INTRODUCTION:
GLASS CEILING EFFECT
In Economics, the term glass ceiling refers to situations where the advancement of a qualified person within the hierarchy of an organization is
stopped at a lower level because of some form of discrimination, most commonly sexism or racism. An unofficial barrier to opportunities within an
organization or company which is perceived to prevent protected classes of workers, particularly women from advancing to higher positions.
According to the Federal Class Ceiling Commission, the concept Glass Ceiling refers to "artificial barriers to the advancement of women and
minorities." The glass ceiling is the "unseen, yet unbreakable barrier that keeps minorities and women from rising to the upper rungs of the ... Show
more content on Helpwriting.net ...
The results are calculated for each sector and are then compared to analyze the degree of ceiling effect in each sector.
DATA ANALYSIS
The answers are measured on a 5 point Likert scale from questions 1–7 and Yes or No format for questions 8–10. Responses are recorded and
interpreted according to the scoring key and norms. The results are then displayed in the form of a pie chart comparing each sector.
ANALYSIS OF RESULTS
Question 1: What percent of executive positions in your organization are occupied by women approximately? BANK| IT| | |
Interpretation:
As per the results it can be seen that the approximate percentage of women employed in the banking sector and IT sector comes within the bracket of
15%–40% the same being confirmed in the pie chart thereby showing that the percentage of women employed in both the sectors are not more than
40%.
Question 2 (I): Women and men are respected equally in organization. BANK| IT| | |
Interpretation:
As per the results 46% of the women in the IT sector and 10 % in the banking sector disagree that men and women are treated equally the same being
seen and confirmed in the pie charts.

Question 2(II): Sufficient opportunities exist in my organization for women to advance into senior management positions. BANK| IT| | |
Interpretation:
As per the results 43% of the women in the IT sector and 12% in the banking sector disagree that

The Glass Ceiling Effect On Women
1.What are the implications of the "glass ceiling"?
A glass ceiling effect is a political term used to portray "the inconspicuous, yet unbreakable boundary that keeps minorities and ladies from ascending
to the upper rungs of the professional pecking order, paying little respect to their capabilities or accomplishments. The expression "glass ceiling" was
instituted in a 1986 Wall Street Journal give an account of corporate ladies by Hymowitz and Schellhardt (The Glass Ceiling effect) . At first, the
analogy was connected by women 's activists in reference to boundaries in the vocations of high accomplishing women. In the US the idea is
sometimes stretched out to allude to barriers stopping the headway of minority men, and also ladies.
In a survey by Working Woman magazine in February 1993, with 2,250 peruses taking an interest, the most huge discoveries demonstrated how far
ladies have come as well as how the experience, execution lastly the sheer quantities of ladies supervisors are shattering a large portion of the
generalizations. Indeed, even before there were profession ladies, there were negative pictures of ladies with power. They were monster women, iron
ladies, flirts; malicious controllers who conspired and plotted their way to the top. In the 1970s when ladies started entering administration in critical
numbers, it wasn 't astounding that numerous ladies reliably said in studies that they would rather work for a man.
Prior research has shown that the attitudes

Break The Glass Ceiling
The glass ceiling was first introduced in the 1980's and is a transparent barrier that women are blocked into which prevents them from moving up not
just at their job but, prevents them from moving up simply because the gender is female. Since the early 1700's women have been fighting to become
equal to their male counterpart and still today the battle to break the glass ceiling continues. There are many discrimination women face in the
workplace which Is not limited to their wages in comparison to men, sexual harassment and job segregation. Women can seek and achieve the highest
level of education but in the corporate world a woman will be kept from reaching the highest paid or reputable position because it is respectively not
accepted. In the labor market, women are often found segregated into specific areas such as human services, clerical positions, and health care support
jobs which offers barely any advancement in climbing the ladder to the top. In the workforce, ... Show more content on Helpwriting.net ...
One must acquire assistance from women, federal and state governments, employers and especially academic institutions. The government is
instrumental in initiating changes in regards to women being fairly treated in the workforce by enforcing any legislation which was put place.
Employers can be instrumental in assisting women reaching and shattering the glass ceiling by being committed to gender equality and diversity.
Employers also need to be instrumental in assisting women in overcoming structural barriers such as implementing flexibility with work arrangements,
work life balance policies as well as assist women in developing skills to promote advancement. There should be programs which offer mentoring and
leadership skill which will not aid women in becoming better leaders but also aid in knowing their strengths in respects to risk taking and managing
other workplace

Analysis Of The Glass Ceiling In The 21st Century
In The Glass Ceiling in the 21st Century: Understanding Barriers to Gender Inequality, Manuela Barreto, Michelle K. Ryan, and Michael T. Schmitt
explore the presence of gender discrimination in the workplace. They specifically mention specific cases of gender discrimination in the Silicon Valley.
This proves that the audience values equality, as well as justice for women. Through discussions ofgender stereotypes, personal examples of gender
discrimination, and facts and statistics about the underrepresentation of women in leadership roles, the authors convey the idea that gender
discrimination does exist and continues to challenge women who seek to prosper in the workforce. Preconceived notions and stereotypes about
women hinder women's acquisition of higher roles within the workplace. The book provides statistics that support this idea, citing, "a survey of 705
women at the vice president level and above in Fortune 1000 corporations found that 72% agreed or strongly agreed that stereotypes about women's
roles and abilities are a barrier to women's advancement to the highest levels" (Barreto, Ryan, and Schmitt 22). This statistic provides credibility to the
author's claim, as the number of women who agree with this idea of gender stereotypes is substantially high. Women are often not considered to have
the same "qualities" of leaders that men have. According to the authors, "sex provides the strongest basis of classifying people; it exceeds race, age,
and occupation

The Glass Ceiling Effect: WomenвЂ™s Career Advancement in...
The Glass Ceiling Effect: Women's Career Advancement in Puerto Rico
ГЃngela Ramos PГ©rez
May 7, 2008
2 Index Chapter One .....................................................................................................................................3
Introduction..................................................................................................................................3 Purpose for the
Study...............................................................................................................3 Limitation
................................................................................................................................6 Chapter Two... Show more content on Helpwriting.net ...
Women have been a part of the working world for hundreds of years but only very recently has the world of work truly changed for women
(Higginbotham & Romero, 1997). Educated, experienced women are well aware of the value they bring to the workplace. According to a 2004 study
of 353 Fortune 500 companies by Catalyst (2004) explored the link between the representation of women in top management and a corporation's
financial performance. The study revealed on average, those companies that have higher women's representation on their top management teams
financially outperformed with a 35% higher return on equity than those companies with lower women's representation companies. Purpose for the
Study The persistence of wage differentials between men and women with identical productive characteristics is an

The History and Breakdown of the Glass Ceiling Essay
The History and Breakdown of the Glass Ceiling
The term the "glass ceiling" first came into use in 1986 when two Wall Street Journal reporters coined the phrase to describe the invisible barrier that
blocks women from the top jobs in corporate America. (Glass Ceiling Commission,"Successful Initiatives "). Since then the metaphor has also been
applied to the barriers of minorities. The Glass Ceiling Effect has been around for approximately 50 years. In my opinion it is on its way out the door.
Corporate Officers and Senior Management are noticing the merits of women and minorities and doing something about it.
The glass ceiling, in its simplest form, is the theory that women and minorities do not advance into senior ... Show more content on Helpwriting.net ...
The 1964 Act prohibits employers, unions, and employment agencies from discriminating against job applicants and employees on the basis of race,
sex, age, handicap, religion, or national origin. The law prohibits discrimination in hiring, firing, discipline, compensation, and other conditions of
employment. (Reader's Digest, "Know Your Rights",1997). TheCivil Rights Act of 1964 is the backbone of efforts to eliminate employment
discrimination. (Glass Ceiling Commission. "Enforcement Techniques", 1993). The Act allows victims of discrimination in the workplace to privately
litigate claims. The Act started the advancement of women and minorities in the workplace. Until this point women were in the workforce steadily, but
not advancing. Minorities were also present, but almost never in positions of visibility. Women and minorities in senior management were almost
unheard of. Employers are now forced to review and revise policy and procedures for hiring and promoting within their respective companies. They are
now accountable to the government and liable to the employee in the event of discriminatory behavior.
At this time and since then, several agencies have been organized to enforce the Act and prohibit discrimination. The Equal Employment Opportunity
Commission came into effect to enforce antidiscrimination laws. The EEOC investigates allegations of bias, negotiates agreements after charges are
filed, and occasionally goes to

The Stereotypes Of Disney's Hidden Glass Ceiling
Royal diversity Disney's Hidden Glass Ceiling What is the glass ceiling? How can we change it? And where does Disney fit into this? One of the
earliest citation came from the magazine world in 1984. It was basically about women who reach a certain point in middle management where they
get stuck and they are unable to move forward. Since then the definition has broadened it's become a metaphor that represents an invisible barrier
that keeps a given demographic (usually women and minorities) from rising beyond. Believe it or not, Disney has contributed its fair share to this
with some of its beloved animated princess movies. Most of them featured the helpless female who eventually finds their prince charming, who then
sweeps her off her feet, then suddenly her whole life changes she lives happily ever after. Sadly, that sends a message to our young girls that to have
happiness and a purpose they need to have a man to achieve that. Disney has had some success with moving away from female passivity in stories
featuring white characters. In Mulan and the princess and the frog, Disney did not achieve gender or racial equality. "The Disney franchise is a
powerful force in the lives of young girls, especially girls of color seeking same– race role models in the public eye" (. Dundes, Streiff, 2016, p1). By
unveiling Disney's hidden glass ceiling, we can start to get a more realistic view of our children's movies and start to distance ourselves from racial,
sexism,

Rhetorical Analysis Of The Glass Ceiling
Frank, Carter
Almond
Enc1102
October 17th, 2017
Rhetorical Analysis: The Glass Ceiling Hurts Business Too
In Sarah Bianchi–Sand's article, she details the "glass ceiling," or an unofficial boundary that prevents women and minorities alike from reaching their
highest potential. Her work is meant to persuade readers that the glass ceiling isn't a myth, but a real and serious problem. Being the Chair and
Executive Director of the National Committee on Pay Equity, Sarah has plenty of reason for wanting to persuade this topic. Her thesis effectively starts
this process by laying out what is happening. "This theory is circulating widely among the press–perhaps because it is controversial and contradicts
what has become rather boring to the media–but what remains are the real–life experiences of women and people of color– no real change in the wage
gap and no improvement in the glass ceiling (Bianchi–Sand p.306). This thesis opens the door for Sarah to talk about and persuade her readers that the
glass ceiling is no myth. By using ethos, pathos, and logos our Author persuades her readers that the glass ceiling is hurting business but can be raised.
"Sarah Bianchi–Sand began her career path as an advocate of equal pay for equal work in 1969 when she took a job as a stewardess for United
Airlines. Appalled by the inequalities she saw there, she ran for and won a seat as president of the flight attendants union. Now Chair and Executive
Director of the National Committee

How Women Should Break the Glass Ceiling That Exists...
Social Stratification: How women should break the glass ceiling? The glass ceiling starts to form itself very early on. Glass ceiling is one of the most
compelling metaphors used for analyzing inequality between men and women in the workplace. Appelbaum & Chambliss (1997 : 232) describe the
term ''glass ceiling'' as a seemingly invisible barrier to movement into the very top positions at all levels of employment in business and government,
which makes it difficult for women to reach the top of their professions. We have seen powerful women like Hillary Clinton enter high political
positions. Janet Reno was elected as the first woman Attorney General. Women such asOprah Winfrey dominate the entertainment industry. Oprah has
overcome ... Show more content on Helpwriting.net ...
They both must first believe that women are equal to men, and then they must act upon it. It is possible. The glass ceiling can mean different
things to different people. I do not feel that women and other minorities should be given anything that is not deserved. Discrimination will never
be totally abolished, because it has been handed down for generations. The only way to break the glass ceiling is through actions, not words. We
have so much more control over the glass ceilings inside our brains than the glass ceilings in our environment. And my belief is that any
transformation must first start from within. "Be the change you wish to see in the world" (Mahatma Gandhi), although I doubt he would have
thought it might apply to glass ceilings. Women are the first who need to change in this situation in order for there to ever be a modification and a
shatter of this glass ceiling. They must believe that they can not only succeed, but also that they deserve a chance to succeed. Because the notion
that women do not belong in the workplace has been around for so long, women have started to believe that they have no place in a career and at
least have no place in the upper level, executive job. Believing that they deserve a better job and equal treatment is the first step that a woman needs
to take. Although she will come across many men who will try to hold her back, a woman needs to press on. Education also plays an

Effects Of Glass Ceiling On The Workplace
As we approach the millennium, the overall framework of the workforce has been steadily flourishing. In this era, several individuals would like to
think that the promotional and also hiring processes in the workplace have become fair and also impartial. However, there still exist several
impediments for few individuals. The glass ceiling is a subtle framework that most organizations and employers have utilized in legally discriminating
particular groups of people. Although this action is not apparently several women and also minorities have encountered challenges in advancing to
higher positions in their careers due to the concept of the glass ceiling (Horn, and Schaffner, 2003).
Also, several historical customs have continued to hinder the success of female individuals in various societies. Due to these customs, the glass ceiling
has been created above females in their place of work. This is a serious impediment that exists within businesses that have prevented highly qualified
and learned women and people from minority groups from reaching their potential in leadership positions in various corporations.
Purpose of this study
The paper will show the effects of glass ceiling clearly. The paper will also explore the dilemma of the glass ceiling debate with a review of the
literature, applicable concepts and also the necessary recommendations and conclusions that the society and various policy makers in the corporate and
government sector must observe. The research also

The Glass Ceiling And Gender Gap Between Women And Men
Abstract
The business case for gender diversity in senior and executive positions is compelling. Studies show that companies that have the best records for
promoting women outstrip their competition on every measure of profitability. Yet women disproportionately are failing to attain high
–level positions.
Reviewing current data on women in the workplace, findings of studies on the relationship between gender diversity in senior management and
company performance, and the literature on gender behavioral differences and the workplace, this article explores the possible reasons for the
persistent wage and gender gap between women and men in senior leadership positions and discusses possible remedies (Meyerson, D.E. & Fletcher,
2000)
Quote: It's an uphill struggle, to be judged both a good woman and a good leader.
–Rosabeth Moss Kanter
Literature Review
The Glass Ceiling
The glass ceiling was first introduced in the 1980's. It is a symbol for the past and present barriers that block women and minorities from progressing
up the corporate ladder to management and leadership positions. The glass ceiling represents a "metaphorical barrier preventing women from rising
to the highest organizational levels" (Daily & Dalton, 1999, p. 4). In recent years there has been remarkable progress made by women. Many women
now hold higher seats on boards, run companies and have become prominent leaders. However; the truth is women at high levels of leadership is still
sporadic.

Glass Ceiling
Gender and Bias in the Workplace
1–Is there still a glass ceiling for women in the workplace? Is there one for men? What progress has or can be made to break through it for all
employees? What about glass walls? The glass cliff? Are these real roadblocks for men and women in certain careers or is there more to them than
gender? Aglass ceiling is defined as a barrier that prevents a particular gender from rising reaching a particular hierarchical level in a workplace.
Today the glass ceiling is still very intact especially in the case of women. Despite the fact that women and the feminist have been fighting for their
rights in the society for so long which they have been gaining in the recent few years, it can be true to say that the glass ceiling for the women still
exists for particular reasons (Cocco, 2008). The reasons include the fact that men still hold the top workplace positions and inequalities in the paternity
as well as the maternity leaves. Furthermore, the stereotype against women is not 100% gone. For the men, the glass ceiling does not exist. These can
be brought down by the adoption of the zero tolerance policies for activities such as discrimination. Glass walls are blocks that prevent individuals from
interrelating downwards in a workplace. This mainly exists in activities such as coaching (Shields, 2016). This ... Show more content on Helpwriting.net
...
People mainly seem to underestimate the impact that sexual harassment has on men. The difference between sexual harassment in men and women is
in the level or the stage at which it causes distress. For women, it becomes a distress when it causes fright and not bother but for men, it becomes
distressing when it causes fright and bother. To prevent this kind of harassment, management of an organization needs to have good monitor resources
in the workplace and ensure that complaints are taken

The Glass Ceiling Report
The major barriers to breaking the glass ceiling were outlined in the final recommendations of the Glass Ceiling Commissions report (March, 1995).
These barriers were described as follows: "internal structural"; "social and difference" and "governmental". Within each of these three identified
barriers are multiple interconnected ideals and views which make the process of breaking through the glass ceiling a difficult process, but one that is
not impossible (Glass Ceiling Commission, November 1995).The social and difference barrier is one of the most difficult barriers for women to
break in order to push through the glass ceiling. Societies firmly held ideals and beliefs are not easily changed despite the view that women are today
more vocal,

Glass Ceiling Thesis
Abstract
The glass ceiling is an expression used to describe the unseen barrier preventing women and other minorities from reaching the top executive levels.
This problem solution research paper represents the allegations argued by the critics of the glass ceiling accentuating on the reasons why women are
not able to reach top positions, such as lack of time and family responsibilities. However, it also represents ways to shatter the glass ceiling such as
offering formal educations for women, helping women with dual roles, and applying proactive recruitment. It is based on several studies and
experiments aim to prove that women do have powerful skills that authorize her to reach top levels and should not be discriminated against men.
Keywords: ... Show more content on Helpwriting.net ...
that a family. is built from the union. of a mother and a father, a female and a male. Men are away from home, most of the time. Then why should
women be forbidden from going out to work then? Nonetheless, with help and support of the other partner, women can manage between the family
responsibilities and the business life. Furthermore, this world has developed and technology has pervaded it. Then, women have the ability to handle
all the managerial work. from behind a screen at home near her family. Women can separate between family time and work time with the help of the
other partner. Then, they should be given the fair opportunity to express themselves and reach the top executive levels of management just as men.
Another reason that supports why women should be treated equally. as men is the idea that gender should not be taken as a discrimination tool. Gender –
the state of being a male or a female – does not reflect the actual capabilities between women and men. The main reason why females act differently
than men is that they are raised in a way to behave in a certain manner especially in the discriminating countries. That does not show that women are
less than men mentally or biologically. In fact, some women do have higher intelligence quotient higher than men. (Cowling&Taylor, as cited in
Jacques,

Literature Review On Glass Ceiling
Literature Review: A lot of previous studies show that the women are intentionally stopped from achieving higher level positions in the organizations.
This is called glass ceiling. In my study the "Glass Ceiling" is my independent variable and I am trying to see its affect on the two dependent variables
of my study which are "Job Satisfaction and Organizational Commitment". There comes a mediating variable between glass ceiling and job satisfaction
which is "Job performance". Because when employees' job performance gets affected by the practices of glass ceiling in the organization badly then
ultimately their satisfaction level decreases. Glass ceiling also includes the gender discrimination but my main focus would be gender ... Show more
content on Helpwriting.net ...
8, No. 6; 2013) The article is based on the findings of a structured questionnaire which was developed according to previous studies relating this topic
of glass ceiling (Bergman Bodil 2003, Dimovski Skerlavaj and Man 2010, Smith and Crimes 2007). This study includes "Organizational Practices",
"Male Culture" & "Family and Social Commitments" as the independent variables and their affect was shown on "Women Career Progress" which is
the primary dependent variable of the study. The study was conducted on the mid–aged Jordanian female managers employed in different sections of
the different organizations. Researchers received 117 useable responses of those structured questionnaires. This research was an exploratory and
analytical study. Reason for calling it an analytical study is that its interest is finding the factors that influence women career progress. A simple
regression test's results showed that the first, second and third hypotheses were confirmed as expected earlier but when the researcher applied a
multiple regression test the results supported the fourth hypothesis of the study. The study further shows the strong and significant relation of male
culture and organizational practices with the women career progress. Women family commitments had the weakest positive relation with the women
career progress. In this study "ANOVA" results confirmed the impact of glass ceiling barrier on the women

The Glass Ceiling And Gender Analysis
The Glass Ceiling is the title given to an invisible barrier that is meant to limit women from succeeding in top level jobs. They only judge based on
their gender and do not take into account women's education, experience, or job related skills. Some argue that the only people who have put a limit to
how far women can succeed in their career, are women themselves, but the Glass Ceiling and gender discrimination in the workforce does exist and is a
major problem that needs to be addressed. Topics such as equal pay, discrimination, harassment, and misconceptions all play a part in the limiting
barrier placed over women in the working world. It not only puts a limit on what women can achieve in their future profession, but also affects their ...
Show more content on Helpwriting.net ...
Even so, the percentage of women who decided to join the work force increased from 43–60%. "In fact because of the Great Recession in 2008–2009"
impacted the male–dominated industries the most, but it helped the acceleration towards gender equality (Conley, Dalton, 2013). Now there are
approximately the same amount of women and men working in the labor force. Actually for a brief time, women even exceeded men due to this
economic crisis. Even though the US passed title VII of the 1964 civil rights act, "which declared it unlawful for employers to discriminate on the
basis of a person's race, nationality, creed, or sex", women faced harder predicaments that they had to push through. Women have to deal with hard
situations like harassment, "a legal form of discrimination", with things like dirty jokes, and sexual haggle, where they are threatened to provide
sexual favors or in turn would receive punishment (Conley, Dalton, 2013). Even nearly 40 years after the Equal Pay Act (1963) was passed,
discrepancy between women and men flourish in the working world. There was a study performed by the general accounting office in 2003 which
found that women earned 79.7% of what men were earning. As such, if we were to compare this finding to the findings in 1983 when women earned
80.3% we can clearly see that this wage gap is in no way diminishing (Alkadry, M.G., & Tower, L.E., 1). There have been attempts to rectify and fight
the unequal pay based on gender inequality through "legislation, regulation, and litigation" (Alkadry, M.G., & Tower, L.E., 1). The Equal Pay Act was
based off of the Equal Employment Opportunity Commission (EEOC) and the process of rectification depends greatly on trying to enforce these two
lawsuits. Unfortunately despite many years of "equal

Glass Ceiling Paper
In most situations, employers fill internal job vacancies secretly. Candidates or employees do not even have the opportunity to apply for these
positions and at times, would not know that these promotional opportunities exist. Selection is made on bias, depending on the selector's "gut feeling"
about who he/she considers best. However, majority of employers do have a "glass ceiling" of which women and minorities have a very limited chance
to cross or advance. This paper will analyze a case study on: "Glass Ceeiling" and answer some follow up questions such as: the advancement barriers
Lisa encountered, What the firm's leadership (including Michael Breyer) should have done differently to retain Lisa, the type of organizational policies
and opportunities that could have benefited Lisa and Pamela, and what the leaders within the organization could have done to raise gender
consciousness of Michael Breyer and Lisa's male colleagues.
Analysis: Glass Ceiling In corporate America today, most women and even minorities find it difficult to shatter the glass ceiling since it is dominated
by the male. Although some percentage of women have made progress in the corporate ladder. In context, the ceiling means that there is a certain limit
that someone can climb in the hierarchy while glass emphasizes that ... Show more content on Helpwriting.net ...
Situations of this nature may be challenged legally with time; the success of the legal strategy would lead to change in promotional procedures that
will eventually shatter the glass ceiling and result in positive pay reward for the oppressed. Therefore, companies should work toward winning in the
workplace, winning in the marketplace and winning with women. This case study shows that men are very much involved in the usuage of power and
women find it difficult to or rather impossible to reach to that level or break the glass

Glass Ceiling Sexism
Women make up half of the world, but they're never been treated as equal to men. They've had to work for everything they have today. Women had to
fight for the right to vote as well as the right to leave their homes and become working citizens. Women have broken many barriers placed on them, but
they still haven't broken the glass ceiling. The glass ceiling is the invisible barrier that women, as well as other minorities, face when it comes to equal
pay. For every dollar earned by a man, a woman only makes about seventy–five cents. This is not in any way a fair. Women work the same job for the
same amount of time as men, but they earn less. This is what sexism looks like and there are laws against it, but these laws are not being enforced or
taken seriously. The laws against the glass ceiling and sexism in the workplace should be enforced. Before World War 1 women were seen as solely
being homemakers. If a woman worked she was frowned upon. Women were expected to stay at home, cook, clean, and take care of the children. They
didn't get a say in anything concerning world matter or even community matters. Men did not see them as equals, rather a piece ... Show more content
on Helpwriting.net ...
Most TV shows feature strong male leads with the women being the ditzy side kick. If these women on TV can't stand up and be strong and
independent it's no wonder that the younger generation of girls can't either. If they don't have anyone to look up to and take inspiration from they're
not going to know exactly what they can do. Women are just as smart and hard working as men, and yet they're hardly even acknowledged. The
solution to this problem is to cast more women in strong roles. Women are not weak and fragile like they're portrayed. In todays world women are in
stronger roles than in the past, but it's not enough. Women should be in leading roles, and kicking butt, it's one way to show little girls that it's okay to
be demanding and to take what they

Essay on Glass Ceiling
The Concept of the Glass Ceiling
Women from birth are looked at as inferior to men. As a society we label babies by the color of their blanket when they are born. Boys are given
blue as girls are given pink blankets. This from the start separates the two genders. As boys grow they are given action figures and are taught to play
rough games, and girls are given dolls and taught to play nice. These differences continue to cause a gap between the two genders.
As the American society has progressed, there are aspects that have failed to revolutionize. Americans have been unsuccessful in recognizing the
equality of women in general. The intelligence of a woman has always been looked down upon by the male gender. Johanne Toussaint,... Show more
content on Helpwriting.net ...
The, Break the Glass Ceiling Foundation, who stands for equal opportunity for women and minorities, have done extensive research on the glass
ceiling barrier. They have determined that the glass ceiling can appear in many forms. The first form is the lack of management commitment to
establish systems, policies, and practices for achieving workplace diversity and upward mobility. This form means that women are unable to move
up in the business due to a lack of upward mobility. Women are able to be promoted past a certain position. Not only is the business form of
workplace affected by this barrier, but there also exist the barrier in the government department. Toussaint proves this statement by the fact that "only
forty women have served on the highest court of thirty states and only five have presided over their state's court as chief justice. Only 5.4 percent of
all federal judges were women at the time of Sandra Day O'Connor's appointment."
Janeen Baxter, a professor from the University of Tasmania and Erik Olin Wright, a professor from the University of Wisconsin
– Madison, also
demonstrate the truth of this glass ceiling form. "Fewer than 0.5 percent of the 4,012 highest paid managers in top companies in the United States are
women, while fewer than five percent of senior management in the Fortune 500 corporations are women and minorities. Although women have held
government jobs since 1992 and made up eighty–six percent of

The Glass Ceiling
The Glass Ceiling – Does It Still Exist?
There are many questions that come to mind when looking at the structure of any organizations. Within the social organization, employees face many
challenges such as sexual harassment, violence, rape, depression, and discrimination. These issues in their respective organizations are a hindrance to
their success and can cause their personal and career development to suffer. But the key factor that will be focused regarding discrimination is
women's struggles advancing in their careers often called the glass ceiling effect. In this research, the term "glass ceiling " will be defined, answer the
question "Who is affected by such barrier and why", what acts helped pave the way, and determine any ... Show more content on Helpwriting.net ...
Surely, people want to know whether men or women are on top of these hierarchies. They also want to know which ethnic groups hold these positions.
Looking at the workforce, women and minorities are struggling to advance in their careers. They are the ones who are mostly affected by the glass
ceiling. This gives Caucasian men the upper hand in their battles to reach top management positions. In our organizations, men's experiences are
assumed to be the norm, while women's experiences are looked down upon. Women's experiences are considered beneath those of men, narrowly
categorized, or often times excluded altogether. We see more women positions in the Administrative or Clerical fields and not so often in the Technical
fields.
When compared to men, women are often left behind when it comes to advancement even if they have the same educational background and work
experiences. But the work place is now changing. "Women are shooting to the top of high–tech companies, dot.com startups and Internet favorites, with
a speed that promises to permanently change the way we think about women, work and power" (Gerber, 2000). Despite women's advances in the
workforce, they still strive to emerge and grow out of male oppression and move to a higher social position where they belong.
This institutionalized gender discrimination affects both the private and the public sectors where women are often the victims of this type of crime.
Through observation it is concluded that we

Glass Ceiling And Discrimination Of Women In The Workplace
It is no secret or surprise that women have always, and continue to be paid less than men in the workplace. Not only that, but women are also put in
low–status jobs, no matter their qualifications; a lot of women are put in a box when it comes to their jobs or careers. It is mind–blowing that women
are still facing inequality when it comes to work, considering we are living in very liberal times. Women in work tend to go unnoticed, it might be
because our nation and our world are so used to women usually getting the shorter end of the stick, but it needs to be talked about more if we want
equality. When speaking about women in work, it is important to talk about the typical jobs women take on that are sometimes low in status. First off,
women are more likely to be employed in unpaid care work and housework. They take these jobs because of the time availability, relative resource
perspectives, and the symbolic representation of their gender. When women take on paid jobs, it ends up being balanced with unpaid work because of
maternity leaves. All these normality's for women are often criticized because there is a double–shift which means women ... Show more content on
Helpwriting.net ...
Glass ceiling is a limitation a women hits because of sexism, and this can apply to all women. A concrete ceiling is a mix of racism and sexism, and
this ceiling manly applies to women of color. A stained glass ceiling applies women who are not able to reach higher positions in the church. All these
"ceilings" cover many cases of women not being able to reach their potentials because of the inequality towards women. As I said before, women are
put in feminine boxes, and they are stopped by these ceilings and sometimes cannot get to where they want to be because society thinks that women can
only do nurturing, caring, and sensitive jobs instead of jobs that require rationality, strength, and

What Is Glass Ceiling?
The concept of glass ceiling emphasizes situations in which individuals (typically females and other minorities) are unable to advance and attain a
higher management level position in their professions, due to invisible barriers and subtle biases in the workplace. The imperceptible nature of glass
ceiling highlights such partialities, as it occurs because of the "culture" of a workplace rather than explicit discrimination. Thus, glass ceiling may not
be a matter of simply one's race, but more so the kind of "comfort, chemistry, relationships and collaborations" (Kimmel and Holler 2011) that exist in
the workplace. While there may be many reasons to why glass ceiling occurs, it is primarily due to the unconscious effort by members of a company to
maintain the existing atmosphere of a workplace.
Glass escalator refers to the phenomenon in which non–traditional members in a particular profession (typically men in female–dominated fields)
rapidly rise to the top of the hierarchy. Men encounter positive discrimination when it comes to entering female–dominated fields, as even though they
make less than men who work in male–dominated fields, ... Show more content on Helpwriting.net ...
There are two types of sex segregation, namely vertical and horizontal segregation. On one hand, horizontal segregation refers to the concentration of
genders in different fields that are relatively similar in regards to educational and skill requirements, and this explains why men tend to dominate
fields that have higher wages and women dominate fields that have comparatively lower wages. On the other hand, vertical segregation refers to the
hierarchal division of genders in the same profession, according to the difference of skill, experience, and education; this is worse for women, as it
limits females to advance to high ranked positions within the same field as men, making the pay gap further

The Glass Ceiling And The Wage Gap Essay

Recommended

Recommended

More Related Content

Similar to The Glass Ceiling And The Wage Gap Essay

Similar to The Glass Ceiling And The Wage Gap Essay (10)

More from Anna Barrett

More from Anna Barrett (15)

Recently uploaded

Recently uploaded (20)

The Glass Ceiling And The Wage Gap Essay