The definition of “Glass Ceiling” refers to an invisible barrier that limits the degree to which a woman or other member of a demographic minority can advance within the hierarchy in an organization. It is often an obstacle that ethnic Americans encounter in addition to women when trying to reach the upper levels of management in many companies. In most cases, they are not immediately visible, and the policy is normally registered and paid. The “Glass Ceiling” is distinguished by formal barriers to promotion, such as education or experience requirements.
Rene Redwood worked with Secretary of Labor Robert Reich in the Clinton Administration as a Special Assistant; in addition, he was the executive director of the Glass Ceiling Commission and Greenburg-Lake.
In 1991, the Glass Ceiling Commission was established and the US Department of Labor defined “those artificial barriers based on attitudinal or organizational norms that prevent qualified individuals from climbing upward in their organization in management-level positions,” as the Glass Ceiling. The limitation is normally based on some form of discrimination, usually sexism. From 1991 to 1996, the department’s Glass Ceilings Commission studied how these barriers applied not only to women, but also to minorities.
The Federal Glass Ceiling Commission found that 97% of senior managers in the Fortune 1000 and Fortune 500 are white, and 95-97% are male, and this occurs while 57% of the workforce is ethnic minorities, women, or both. . The study also found that African Americans, Hispanics, and Asians each did not earn comparable positions. equal pay, moreover, African Americans earn an astonishing 21% less while doing the same work as their White counterparts.
The Glass Ceiling Commission and the work they accomplish cannot be separated from the ongoing public discussion about affirmative action, equal opportunity, and diversity. One of the statements of the Glass Ceiling Commission was: “We are on the move, and the world has changed.”
Glass ceiling research shows that 70% of all women, regardless of their race and ethnic group are the most likely to work. in the Internet, the real estate should be a commercial enterprise and
Industries where change is taking place, for example deregulation and restructuring such as telecommunications or fast growing industries such as business services other than women intensive Businesses such as finance, real estate and human resources offer the greatest opportunity for advancement to women and minorities.
The constant circle of aspirations between women and people of color is a society that is not yet color blind or gender blind. The truth is that sexism, racism and chauvinism contribute to unemployment, work and poverty.
Surveys show that between the years 1982 and 1992, the number of women holding the title of president rose from 4 to 9 percent and the number of women holding the title of senior president rose from 13 to 23 percent, and the cracks are beginning to show. as the infamous “Glass Ceiling” appears and women are pushed up the corporate ladder.
A recent study by Catalyst showed an increase in the number of women on the board of directors of Fortune 500 companies. They now have 404 or eighty-one percent who have one or more female directors, although there are still only two female CEOs growing, as 1 in 10 women hold board seats.
There are currently 30 companies in the Fortune 500 breaking the Glass Ceiling and many offering board seats as well as executive and chairman positions.
These companies are as follows:
Aetna Inc., Allstate Insurance Company, American Express Company, Bon Secours Richmond Health Service, Gristol-Myers Squibb Company, Colgate-Palmolive Company, DuPont, United Department Stores, Inc., Ganett Co., Inc., Gap Inc., General Mills, Hewlitt-Packard Company, IBM Corporation, Inova Health System, Knight Ridder, Liz Claiborne, Inc., Mariott International, Inc., Merck & Co., Inc., MetLife, Inc., New York Life Insurance Company, Principal Financial Group, Sallie Mae, Scholastic, Texas Instruments Incorporated, The New York Times Company, The Phoenix Companies, Inc., The Procter & The Game Company, WellPoint, Inc., Xerox Corporation, and Yale-Newport Hospital.
However, the progress survey we have shown does not indicate how much of a gap there is in salaries between men and women doing the same jobs, a difference of as much as $102,000 in annual compensation. US Census data reported that the ratio of female to male earnings in business administration ranges from a low of 50 percent in the banking industry to a high of 85 percent for managers.
Having equal education does not guarantee equal pay, regardless of qualifications and preparation, income and wages continue to be unequal. All women continue to have much lower incomes compared to their male counterparts, and the largest minority of men make less than non-Hispanic whites people with the same education at the same occupational level. This is a wage or pay gap, a practical indicator that the glass ceiling still exists.
Why does this inconsistency remain? It is not, because women and minors are not prepared. The number of women holding bachelor’s and post-graduate degrees has increased steadily. There are more and more postgraduate degrees in the field of business administration and law. These preliminary documents are now considered for senior management positions. Despite their identical levels of education, ambition, and career commitment, women still fall into short men. much faster.
What is at stake here is more perception than statistics. The majority of CEOs who participated in a survey for the Commission believed that white and non-white women were already facing serious problems with the Glass Roof. In 1990, international women’s organizations recognized male CEOs and female vice-presidents in the existence of the Glass Roof. 73 percent of men didn’t think their CEO was homeless, 71 percent of women did.
The research behind the case suggests that the existence of the glass Teiling finally the perception of many white males that they lose in the group, they think that they are losing the advantage of the author, losing power, and losing the opportunity as a direct consequence. the inclusion of women and minorities in senior management positions.
What are the gender barriers that hinder the development of minorities and women? The Glass Ceiling Commission identified three levels.
Are:
1. The barriers of society, which include the hindrance of the supply of educational opportunities and the scope of employment for women to compete for the same jobs as their male counterparts.
2. There is also the obstacle of “difference” manifested by stereotypes and conscious and unconscious weight, such as women must be secretaries or caregivers, etc. It turns into a syndrome that people who feel most comfortable hiring “hire people who look like them. Therefore, if they hire people, they are the people most likely to hire. Stereotypes must be opposed with hard evidence because, if left transparent, things continue in many industries and glass barriers they strengthen the ceilings.
3. Governmental barriers include the collection and distribution of related information, which make it difficult to raise the status of various groups at a regulatory level. Also, there continues to be insufficient reporting and dissemination of information related to the Teiling glass issue. More importantly, there needs to be a vigorous and consistent monitoring and law enforcement and system of action already in place to protect and assist. to foster these invisible workplace barriers to not only promote equality in senior management, but to foster and close the income gap between men, women and minorities.
So what can be done about the Glass Ceiling?
1.Realize that you can’t be the same – you have to be better than the competition’s promotions. Although this sounds unfair, it is true. If they are going to make a solid case for promotion, it should be a clear case.
2. Identify your philosophy. If your major company’s management and Board of Directors do not have ethnic minorities or women, it is a bad sign.
3.Don’t waste your time. Make sure you advance your career with a company that values employee diversity and eliminates the Glass Ceiling. Companies that don’t adopt this philosophy will continually see good people leave and eventually realize that they need to change.
4. If you have invested a lot of money, stay up and fight. Unequal pay and consideration for promotions is discrimination under the Civil Rights Act.
The only verse is that the difference, no matter how you interpret it; The Glass Ceiling is just one manifestation of the ongoing struggle for equal employment status and opportunity in our country. This artificial barrier known as the “Glass Ceiling” must be cracked and broken if we are to have true equality and opportunity in the workforce in America.
Bibliography:
(2005). Glass ceiling. Retrieved April 20, 2007, from Glass – Wikipedia, the free encyclopedia web site: http://en.wikipedia.org/wiki/Glass_ceiling
(2006). 30 companies breaking the glass ceiling. Retrieved April 20, 2007, from the 30 Association of Broken Glass Ceiling website: http://womensissues.about.com/od/womenatwork/a/NAFE30.htm
Redwood, Rene (1996, October 2). The glass ceiling. Retrieved on April 20, 2007, from the ceiling mirror Rene Redwood – Human & Civil Law / In Motion Magazine Web site: http://www.inmotionmagazine.com/glass.html
(2000). Glass ceiling for African, Hispanic (Latino), and Asian Americans. Retrieved April 20, 2007, from the African, Hispanic, and Asian American Glass Ceiling website: http://ethnicmajority.com/glass_ceiling.htm
