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Glass Ceiling
Presented By:
 Suman Kumari
Submitted To:
Dr. Khyati Kapil
Contents
 What is Glass ceiling
 History
 Types
 Reasons
 Effects
 How to break the Glass Ceiling?
 How to Break Glass Ceiling as Human Resource
Professional?
 Glass Ceiling Commission (1991-1996)
 Statistics
 Why is the glass ceiling effect still prevailing in
society?
 Conclusion
What is Glass Ceiling?
 The term glass ceiling refers to a
metaphorical invisible barrier that
prevents certain individuals from
being promoted to managerial- and
executive-level positions within an
organization or industry.
 The phrase is commonly used to
describe the difficulties faced by
women and minorities when trying to
move to higher roles in a male-
dominated corporate hierarchy.
Many women face various instances of bias in
the workplace. These experiences may include:
 Many women face various
instances of bias in the workplace.
These experiences may include:
 Receiving less pay than colleagues
of a different gender who do the
same job.
 Being passed over for promotions
or other important career
opportunities.
 Experiencing micro aggressions
regularly.
 Feeling isolated.
 Being treated as incompetent.
 Not receiving a promotion.
 Getting rejected from a job.
History
 1970s: In the late 1970s, diversity advocate Marilyn Loden
used the phrase “glass ceiling” to describe the invisible barrier
that prevented women employees from climbing the corporate
ladder and receiving leadership positions. Throughout the
1980s, women began to protest the glass ceiling and fight for
workplace gender equality.
Contd.
 1990s: In 1991, with growing attention to the glass ceiling, the
US Department of Labour created the Glass Ceiling Commission
to examine workplace gender inequality and design
recommendations for how to break the glass ceiling. The
commission released its report in 1995 and included
recommendations for the advancement of women in the
workplace, including policies designed to increase the number of
women in the workplace and decrease gender discrimination.
 Today: Society continues to make significant progress in
permanently shattering the glass ceiling—for example, the
number of female CEOs (or C-suite executives) in Fortune 500
companies has increased between the 1990s and today.
However, the glass ceiling still exists, especially for Black
women, other disadvantaged groups, LGBTQ+ individuals, and
others.
Different Types Of Glass Ceiling
 Glass ceiling encompasses a wide range of people, so let us find out
the most common types of glass ceilings:
1.Gender Bias Glass Ceiling
The term glass ceiling was popularized by feminists, who slowly
realized that the system has the tendency to base their decisions on a
person’s gender – being completely gender bias. Women often find
themselves working the same amount as men, but they are severely
underpaid. In contrast, others can’t even get themselves inside a
company because HR prefers men over women applicants.
2.Cultural Glass Ceiling
The workplace has to be filled with people from a different cultural
background so that there are varied ideas and suggestions for the
development of the company. It will be of great help if there are people
with different opinions about how the company can become better. A
person’s beliefs and principles should not affect his or her chance of
getting a job.
Contd.
3.Racial Glass Ceiling
This disregards people of colour’s abilities and credentials because
they are immediately shut down just because of their colour and
race.
However, racial discrimination within the workplace can be direct
or indirect.
Reasons For Glass Ceiling
o Gender Roles
o Gender Bias
o Sexual
Harassment
o Psychological
Factors
o White Supremacy
Effect Of Glass Ceilings
 The glass ceiling effect is the omnipresent resistance
to the contributions of women and minorities to excel
in their work and reach the high positions of the
company where they are working.
 How does the glass ceiling effect affect people
psychologically?
 Individuals in such situations go through various issues like
Resentment
Stress Depression Anxiety
Anger Self doubts
How to Break The Glass Ceiling?
 Understand what Glass Ceiling is
 Educate People about the Glass-
Ceiling
 Avoid stereotyping People
 Conduct blind applicant screenings.
 Implement regular bias and
stereotype training.
 Set diversity hiring and promotion goals.
 Provide company-wide transparency.
How To Break Ceiling As Human Resource As
Professional?
 To break the Glass Ceiling, Human Resource
Professional need to see applicants beyond their
cultural, gender and racial aspect, by evaluating
applicants based on their qualifications, credentials,
personalities and accomplishments.
 People have to be hired based on their capability of
doing the job, and not because of their race, gender,
or cultural background. As someone responsible
whether an applicant will get the job or not, it has to
be ethical responsibility never to judge an applicant
based on their upbringing.
Glass Ceiling Commission (1991-1996)
 About the Commission - In 1991,
the U. S. Department of Labour
defined glass ceiling as "those
artificial barriers based on
attitudinal or organizational bias
that prevent qualified individuals
from advancing upward in their
organization into management-
level positions." (Report on the
Glass Ceiling Initiative. U. S.
Department of Labour, 1991.
Available in the Catherwood
Library at HD 4903.5 U6 U585.)
The department's Glass Ceiling
Commission (1991-1996) studied
these barriers not only as they
apply to women, but as they apply
to minorities as well.
Contd.
 The U.S. Department of Labour launched the Glass Ceiling
Commission in 1991 in response to the growing concern over
barriers preventing women and minorities from advancing.
 It was charged with identifying the barriers that exist and
policies that companies adopted or could undertake to
increase diversity at managerial and executive levels.
 The commission found that qualified women and minorities
were being denied the opportunity to compete for or win
decision-making positions.
 It also found that the perceptions of both employees and
employers often included stereotypes that held women and
minorities in a negative light.
Statistics Say…
 In 2019, the Bureau of Labour Statistics reported that women’s
wages were 18% than men’s, on average,
 A 2017 Pew Research Survey revealed that 42% of women in the
United States report having faced workplace gender
discrimination.
 Plus, when it comes to Fortune 500 companies, less than 9%of
the firms’ CEO roles are occupied by women.
 In 2021, women accounted for 56.8% of the labour force in the
U.S. But when it came to chief executive positions, women held
only 29.1% of these roles, and 85.7% of chief executives
identified as white, according to the Bureau of Labour
Statistics (BLS).
Why Is The Glass Ceiling Effect Still
Prevailing In Society?
 This is an important question that we all should address,
especially in today’s date when there’s so much modernisation
is happening around. The prejudices and assumptions about
women and minorities are somehow still there in people’s
minds. These are deep-rooted societal assumptions made by
people and are still prevailing, unfortunately.
 But it is extremely important that we stop this and give
deserving people the opportunities they should be getting
irrespective of their gender, caste, race and ethnicity. Because
the glass ceiling effect is not only keeping women and minorities
in the background—the glass ceiling effect psychology affects
the person’s mental and physical health to a great extent as
well.
Conclusion
 Living in the 21st century and dealing with the glass
ceiling effect is nothing less than shameful. With all the
liberalism and modernisation happening around us, if
we fail to provide an ample amount of opportunities to
candidates who deserve them, it makes no difference in
our time and society.
 The glass ceiling effect is not only a problem that affects
the careers of minorities and underrepresented groups;
it also affects their psychological state and physical
condition in the longer run. The frustration that comes
from experiencing this issue is lethal for anybody;
hence, it should be eradicated from the work culture
with full effect.
References
 https://builtin.com/diversity-
inclusion/glass-ceiling
 https://www.investopedia.com/terms/g/glas
s-ceiling.asp
 https://ecommons.cornell.edu/handle/1813
/72763
 https://unacademy.com/content/upsc/study
-material/psychology/glass-ceiling-effect
Thank You

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Presentation on Glass Ceiling (Human Resource Topic)

  • 1. Glass Ceiling Presented By:  Suman Kumari Submitted To: Dr. Khyati Kapil
  • 2. Contents  What is Glass ceiling  History  Types  Reasons  Effects  How to break the Glass Ceiling?  How to Break Glass Ceiling as Human Resource Professional?  Glass Ceiling Commission (1991-1996)  Statistics  Why is the glass ceiling effect still prevailing in society?  Conclusion
  • 3. What is Glass Ceiling?  The term glass ceiling refers to a metaphorical invisible barrier that prevents certain individuals from being promoted to managerial- and executive-level positions within an organization or industry.  The phrase is commonly used to describe the difficulties faced by women and minorities when trying to move to higher roles in a male- dominated corporate hierarchy.
  • 4. Many women face various instances of bias in the workplace. These experiences may include:  Many women face various instances of bias in the workplace. These experiences may include:  Receiving less pay than colleagues of a different gender who do the same job.  Being passed over for promotions or other important career opportunities.  Experiencing micro aggressions regularly.  Feeling isolated.  Being treated as incompetent.  Not receiving a promotion.  Getting rejected from a job.
  • 5. History  1970s: In the late 1970s, diversity advocate Marilyn Loden used the phrase “glass ceiling” to describe the invisible barrier that prevented women employees from climbing the corporate ladder and receiving leadership positions. Throughout the 1980s, women began to protest the glass ceiling and fight for workplace gender equality.
  • 6. Contd.  1990s: In 1991, with growing attention to the glass ceiling, the US Department of Labour created the Glass Ceiling Commission to examine workplace gender inequality and design recommendations for how to break the glass ceiling. The commission released its report in 1995 and included recommendations for the advancement of women in the workplace, including policies designed to increase the number of women in the workplace and decrease gender discrimination.  Today: Society continues to make significant progress in permanently shattering the glass ceiling—for example, the number of female CEOs (or C-suite executives) in Fortune 500 companies has increased between the 1990s and today. However, the glass ceiling still exists, especially for Black women, other disadvantaged groups, LGBTQ+ individuals, and others.
  • 7. Different Types Of Glass Ceiling  Glass ceiling encompasses a wide range of people, so let us find out the most common types of glass ceilings: 1.Gender Bias Glass Ceiling The term glass ceiling was popularized by feminists, who slowly realized that the system has the tendency to base their decisions on a person’s gender – being completely gender bias. Women often find themselves working the same amount as men, but they are severely underpaid. In contrast, others can’t even get themselves inside a company because HR prefers men over women applicants. 2.Cultural Glass Ceiling The workplace has to be filled with people from a different cultural background so that there are varied ideas and suggestions for the development of the company. It will be of great help if there are people with different opinions about how the company can become better. A person’s beliefs and principles should not affect his or her chance of getting a job.
  • 8. Contd. 3.Racial Glass Ceiling This disregards people of colour’s abilities and credentials because they are immediately shut down just because of their colour and race. However, racial discrimination within the workplace can be direct or indirect.
  • 9. Reasons For Glass Ceiling o Gender Roles o Gender Bias o Sexual Harassment o Psychological Factors o White Supremacy
  • 10. Effect Of Glass Ceilings  The glass ceiling effect is the omnipresent resistance to the contributions of women and minorities to excel in their work and reach the high positions of the company where they are working.  How does the glass ceiling effect affect people psychologically?  Individuals in such situations go through various issues like Resentment Stress Depression Anxiety Anger Self doubts
  • 11. How to Break The Glass Ceiling?  Understand what Glass Ceiling is  Educate People about the Glass- Ceiling  Avoid stereotyping People  Conduct blind applicant screenings.  Implement regular bias and stereotype training.  Set diversity hiring and promotion goals.  Provide company-wide transparency.
  • 12. How To Break Ceiling As Human Resource As Professional?  To break the Glass Ceiling, Human Resource Professional need to see applicants beyond their cultural, gender and racial aspect, by evaluating applicants based on their qualifications, credentials, personalities and accomplishments.  People have to be hired based on their capability of doing the job, and not because of their race, gender, or cultural background. As someone responsible whether an applicant will get the job or not, it has to be ethical responsibility never to judge an applicant based on their upbringing.
  • 13. Glass Ceiling Commission (1991-1996)  About the Commission - In 1991, the U. S. Department of Labour defined glass ceiling as "those artificial barriers based on attitudinal or organizational bias that prevent qualified individuals from advancing upward in their organization into management- level positions." (Report on the Glass Ceiling Initiative. U. S. Department of Labour, 1991. Available in the Catherwood Library at HD 4903.5 U6 U585.) The department's Glass Ceiling Commission (1991-1996) studied these barriers not only as they apply to women, but as they apply to minorities as well.
  • 14. Contd.  The U.S. Department of Labour launched the Glass Ceiling Commission in 1991 in response to the growing concern over barriers preventing women and minorities from advancing.  It was charged with identifying the barriers that exist and policies that companies adopted or could undertake to increase diversity at managerial and executive levels.  The commission found that qualified women and minorities were being denied the opportunity to compete for or win decision-making positions.  It also found that the perceptions of both employees and employers often included stereotypes that held women and minorities in a negative light.
  • 15. Statistics Say…  In 2019, the Bureau of Labour Statistics reported that women’s wages were 18% than men’s, on average,  A 2017 Pew Research Survey revealed that 42% of women in the United States report having faced workplace gender discrimination.  Plus, when it comes to Fortune 500 companies, less than 9%of the firms’ CEO roles are occupied by women.  In 2021, women accounted for 56.8% of the labour force in the U.S. But when it came to chief executive positions, women held only 29.1% of these roles, and 85.7% of chief executives identified as white, according to the Bureau of Labour Statistics (BLS).
  • 16. Why Is The Glass Ceiling Effect Still Prevailing In Society?  This is an important question that we all should address, especially in today’s date when there’s so much modernisation is happening around. The prejudices and assumptions about women and minorities are somehow still there in people’s minds. These are deep-rooted societal assumptions made by people and are still prevailing, unfortunately.  But it is extremely important that we stop this and give deserving people the opportunities they should be getting irrespective of their gender, caste, race and ethnicity. Because the glass ceiling effect is not only keeping women and minorities in the background—the glass ceiling effect psychology affects the person’s mental and physical health to a great extent as well.
  • 17. Conclusion  Living in the 21st century and dealing with the glass ceiling effect is nothing less than shameful. With all the liberalism and modernisation happening around us, if we fail to provide an ample amount of opportunities to candidates who deserve them, it makes no difference in our time and society.  The glass ceiling effect is not only a problem that affects the careers of minorities and underrepresented groups; it also affects their psychological state and physical condition in the longer run. The frustration that comes from experiencing this issue is lethal for anybody; hence, it should be eradicated from the work culture with full effect.
  • 18.
  • 19. References  https://builtin.com/diversity- inclusion/glass-ceiling  https://www.investopedia.com/terms/g/glas s-ceiling.asp  https://ecommons.cornell.edu/handle/1813 /72763  https://unacademy.com/content/upsc/study -material/psychology/glass-ceiling-effect