This document discusses various barriers faced by women and minorities in advancing to upper management positions, known as the glass ceiling. It identifies issues such as gender bias, lack of fair assessment, boys' clubs, and cultural myths that prevent promotion. The document also provides recommendations for organizations to address these issues through mentoring, networking, training, increasing diversity, flexible work policies, and ensuring fair processes in recruitment, pay, and promotions.

1. Rozalyn Willocks
September 2012

2. Glass Ceiling
Exclusion of women and minorities from upper
management positions in organisations
Sue Shortland et al

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Glass Walls
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Glass Elevator/Escalator
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Glass Cliff
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Hour Glass Ceiling

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Gender Bias (stereotype care givers/family
conflict)
‘Boy club’ networks prevent promotion
Lack of fair assessment
Unfair hiring practices
Attitudinal factors
Myths
Lack of awareness
Cultural

5. 
Water cooler/coffee machine

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Poor brand image
Limited skill set/competencies
Lack of competitive advantage
Cost of rehiring and retraining
Few female board members = low share price
(Judge et al)

7. 
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Establish mentoring programmes
Match mentor of opposite sex and job function
Networking groups aimed at all minorities
Provide career rotation
Training and development
Increase top management boardroom diversity
Flexible working hours
Equality an diversity policy & culture
Equal pay
Fair appraisal process
Psychological assessments
Exit interviews

8. 
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Recruitment and selection
Pay scales
Organisational values
Desired behaviours
Rewards and benefits