The Glass Ceiling in Top Management Presented By: Ann Kubricky
Agenda <ul><li>Objective </li></ul><ul><li>Background on Glass Ceiling </li></ul><ul><ul><ul><li>Sex Stereotypes </li></ul...
Glass Ceiling … those invisible, culturally embedded assumptions and beliefs about the skills and competencies of women th...
<ul><li>Gender Stereotypes </li></ul><ul><ul><li>Descriptive </li></ul></ul><ul><ul><li>Prescriptive </li></ul></ul><ul><l...
Background on Glass Ceiling <ul><li>Fortune 1000 companies: there are more than twice as many male executives than females...
Gender Trends <ul><li>Labor statistics </li></ul><ul><li>Workforce demographics </li></ul><ul><li>Career practices </li></...
Women’s Representation in Management <ul><li>Men (82.94%) and white men in particular (71.53%) occupied </li></ul><ul><li>...
Female Representation on Boards of Directors Associate with  Fortune’s  “100 Best Companies to Work For” List Bernardi and...
Fortune 100 Best Companies to Work for in America <ul><li>Is there an ROI to being on the  Fortune’s “ 100  Best Companies...
Results Buy /Hold and Active portfolios outperform the S&P 500 in each of the multi year periods and seven of the eight an...
 
Diversity Engagement Model
Employee Resource Groups
Best Practices for ERGs
Diversity Engagement Model
Sources <ul><li>Business Source Complete </li></ul><ul><li>ABI Inform </li></ul><ul><li>Google Scholar </li></ul><ul><li>E...
Questions?
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  • Glass ceiling presentation kubricky

    1. 1. The Glass Ceiling in Top Management Presented By: Ann Kubricky
    2. 2. Agenda <ul><li>Objective </li></ul><ul><li>Background on Glass Ceiling </li></ul><ul><ul><ul><li>Sex Stereotypes </li></ul></ul></ul><ul><ul><ul><li>Management Types </li></ul></ul></ul><ul><li>Women’s Representation in Top Management </li></ul><ul><li>Value Proposition of Diversity </li></ul><ul><li>Employee Resource Groups </li></ul>
    3. 3. Glass Ceiling … those invisible, culturally embedded assumptions and beliefs about the skills and competencies of women that prevent their advancement into top management positions or their advancement into certain communities... The presence of such glass barriers implies that certain positions and roles are controlled primarily by men... Burke and Vinnicombe, 2005
    4. 4. <ul><li>Gender Stereotypes </li></ul><ul><ul><li>Descriptive </li></ul></ul><ul><ul><li>Prescriptive </li></ul></ul><ul><li>Management Types </li></ul><ul><ul><li>Employee Involvement </li></ul></ul><ul><ul><li>Strategic Human Resource Management </li></ul></ul>Background on Glass Ceiling
    5. 5. Background on Glass Ceiling <ul><li>Fortune 1000 companies: there are more than twice as many male executives than females in HR management. </li></ul><ul><li>Fortune 500 companies: 50 companies have 25% or more of women with corporate officer titles. </li></ul><ul><li>Fifteen of the Fortune 500-and twenty-five of the 1,000 largest firms-have female CEOs. </li></ul>
    6. 6. Gender Trends <ul><li>Labor statistics </li></ul><ul><li>Workforce demographics </li></ul><ul><li>Career practices </li></ul><ul><li>Management stereotypes </li></ul><ul><li>Discrimination </li></ul><ul><li>Self-perceptions </li></ul>
    7. 7. Women’s Representation in Management <ul><li>Men (82.94%) and white men in particular (71.53%) occupied </li></ul><ul><li>the vast majority of the 1,219 board seats. </li></ul>Catalyst, 2008
    8. 8. Female Representation on Boards of Directors Associate with Fortune’s “100 Best Companies to Work For” List Bernardi and Bosco, 2006 Women’s Representation in Management
    9. 9. Fortune 100 Best Companies to Work for in America <ul><li>Is there an ROI to being on the Fortune’s “ 100 Best Companies to Work” list? </li></ul>
    10. 10. Results Buy /Hold and Active portfolios outperform the S&P 500 in each of the multi year periods and seven of the eight annual periods in 1998-2005. (Goenner, 2005) Firms on the list have higher sales growth, asset growth and return on assets relative to S&P 100 in 1998. (Fulmer et al, 2003) Firms on the list have higher sales growth, asset growth and return on assets relative to S&P 100 in 1990-1994. (Lau and May, 1998)
    11. 12. Diversity Engagement Model
    12. 13. Employee Resource Groups
    13. 14. Best Practices for ERGs
    14. 15. Diversity Engagement Model
    15. 16. Sources <ul><li>Business Source Complete </li></ul><ul><li>ABI Inform </li></ul><ul><li>Google Scholar </li></ul><ul><li>EBRI </li></ul><ul><li>Course Guide: Diversity </li></ul><ul><li>IntelliConnect </li></ul><ul><li>Ethnic News Watch </li></ul><ul><li>PsychInfo </li></ul><ul><li>Emerald Insight </li></ul><ul><li>Human Resource Abstracts </li></ul><ul><li>Consulting Sites: Hewitt, PDI </li></ul>
    16. 17. Questions?

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