Abstract
In this article, the writer notes that in the 1980s, commentators suggested that a "glass ceiling" prevented women from entering senior management positions. The writer maintains that certainly, this so-called glass ceiling has been manifested in a number of ways that have in fact adversely affected the ability of many women to gain access to the top levels of the corporate world, but there is more involved in this analysis than a casual commentator might realize. To determine the extent to which the glass ceiling continues to exist and prevent women from gaining this access, this paper provides a review of the relevant peer-reviewed and scholarly literature concerning recent trends in breaking the glass ceiling in general and how these trends have played out in Australia in particular. A summary of the research and important findings are presented in the conclusion.

Outline:
Introduction
Review and Discussion
Background and Overview
The Existence of the Glass Ceiling
The Glass Ceiling in Australia
Conclusion

From the Paper
" From a metaphorical perspective, the research showed that the term "glass ceiling" is used to describe the institutionalized practices that serve to prevent women as a group from gaining access to the senior management levels in the public and private sector. From a feminist perspective, the research also showed that not only is the glass ceiling very real, it remains firmly in place in many segments of society in the West in general and in Australia in particular. While the reasons cited for these disparities in treatment varied, the overriding theme that emerged from the research was that the glass ceiling was installed by males in patriarchal societies who regard their lofty positions as sacrosanct and inviolable by women and use whatever data may be at hand to justify their positions. Finally, from a hostile sexist perspective, the glass ceiling is simply a useful tool to use to help regulate who will and will not join a company's leadership team by restricting access to men who will likely think, act and look like them."

Tags:rights, barrier, discrimination, sexism

Abstract
In this article, the writer explains that the glass ceiling is a level above which it is difficult for women to move in an organization. The writer discusses why there is a glass ceiling and how women can break through the glass ceiling. The paper includes two references from Susan J. Wells in this regard. Further, the writer discusses the characteristic of the glass ceiling.

From the Paper
"The glass ceiling is a level above which it is difficult for women to move in an organization. It can refer to a management level, salary level or level of responsibility or authority, but the glass ceiling is of concern to women who choose to move in the business world. This research examines the characteristics of the glass ceiling, the factors that have led to its creation, what organizations are doing to combat the glass ceiling and whether ... "

Tags:glass ceiling, human resources

Abstract
This paper addresses the glass ceiling in corporate America in the 21st century. It discusses communication issues, the roots of gender bias, male/female thought patterns, and offers two success stories from the tech economy: CEOs Carly Fiorina (Hewlett-Packard) and Donna Dubinsky (Handspring).

Tags:BUSINESS / MANAGEMENT, LEADERSHIP, HUMAN RESOURCES, breaking glass ceiling

Abstract
Forty years ago women in "high places" virtually didn't exist. Women physicians and lawyers, for example, were so rare that finding one caused comment and sometimes consternation. That is no longer true, of course, and leaders agree that the glass ceiling is not as strong as it once was. This paper shows that women have entered all areas of business and make up 50% of management positions, yet few women are in positions of leadership. Naturally, everybody wonders why women, in spite of their struggles, don't seem to be reaching the top. Many people argue that discrimination is the cause of women's failure to break through the glass ceiling, but this paper argues that discrimination, although still present, is not the main source of the problem.

Paper Outline:
Breaking Through the Glass Ceiling: What's Stopping Women?
What is the Glass Ceiling?
Communication Styles and the Glass Ceiling
Coping with the Glass Ceiling
Conclusion
References

From the Paper
"A good mentor helps to establish contacts, develops networking, uncovers job opportunities, gives appropriate guidance, and acts as cheerleader, coach, and critic, but allows autonomy and independence at the same time. In fact, it may be an advantage for a woman to have a male mentor. A man can give insight into how a man thinks and makes decisions. Not that women should think like men, but they do need to understand how men think in order to communicate with them better. A well-connected mentor is important for any rising executive. A mentor can explain the political structure and offer guidance for effective maneuvering."

Tags:equality, feminism, CEO, discrimination, genderization

Abstract
This paper explains that major signs of the existence of glass ceilings are that (1) virtually all women have lower mean incomes when compared to their male counterparts and (2) most minority men earn less than non-Hispanic, white men with the same education at the same occupational level. The author points out that specific company actions to avoid being the target of a potential lawsuit are using the neutral systems of merit or seniority based pay and focusing their strategic business plans on achieving workforce diversity. The paper stresses that, to break down the glass ceiling, employers should realize that they need the input of women and minorities in their businesses to better address the changing consumer markets, workplace demographics and competition in today's economy.

Table of Contents
Introduction
Background
Pertinent Employment Laws
Recommendations
Conclusion

From the Paper
"Further, Redwood lists internal structural barriers and business barriers such as: Outreach and recruitment practices that do not reach or recruit women and minorities; corporate climates that alienate and isolate; pipeline barriers that restrict career growth because of poor training, inadequate mentoring, biased rating and testing systems; few or no internal communication networks; limited rotational job assignments that lead to the executive suite and institutional rigidity that deny the fragile family and work balance. Often, qualified people are denied from reaching their full potential because they do not have access to mentoring, developmental assignments, training, and other career enhancing activities."

Tags:discrimination, wage, diversity, barriers, laws

Abstract
This paper takes a look at how women have faced discrimination as they strive to reach managerial positions in the finance industry. The paper focuses on several women who have broken through the glass ceiling to achieve career success in executive positions. Reasons are listed why women and other minorities are often excluded from higher level jobs in finance. Then, ways to actually break through these barriers are suggested, based on the experiences of those who have already done so. These methods begin with getting a sound education. The paper concludes that women have proven that qualification, persistence, and dedication are among the key ingredients to achieving a prosperous career in the finance industry.

From the Paper
"For this reason, the percent of women officials and managers in the private sector has increased from just over 29 percent in 1990 to 36.4 percent in 2002 (U.S. Equal Employment Opportunity Commission, Executive Summary). This is certainly not a huge increase, especially not for women interested in working in finance, since health care companies and hospitals are the most likely to hire women as managers or officials. This is largely due to the fact that the health care field involves service to others and tending to another's physical condition, which are thought to be traditional female roles. The Executive Summary also reveals that manufacturing companies and businesses are the least likely to hire women as managers, which means that the finance industry is somewhere in the middle when it comes to this issue. Could this mean that the attitudes toward women in the world of finance is beginning to change, and just how many adjustments need to be made in order to ensure that women are treated completely equally in the workplace? "

Tags:corporate American, minorities, finance, business, management, career success

Abstract
It has always been thought that women find less interest in technical areas and in science, and it is therefore assumed that this is the reason why we tend to find few women in top positions in such companies. This paper dispels this myth. It shows that women have better qualities than men to run IT companies and that the problem seems to be an inability to change the industry's chauvinistic mentality. The paper examines how some women managed to break the glass ceiling, despite the many obstacles.

From the Paper
"One of the most important things that encourages glass ceilings is, of course, prejudice. In general, organizations have a male preponderance and, as such, they tend to have a certain prejudice about female managers. However, this prejudice does not necessarily have something to do with the training or abilities, but with a woman's managerial capabilities. As someone said, "the problem is sometimes not that an organization lacks a pool of really talented women but one of visualizing them as leaders. Sometimes people think of leaders as being in a suit" Some women tend to encourage this perception by being shy and by refusing to take charge of the matters."

Tags:discrimination, prejudice

Abstract
This paper discusses the issue of female discrimination in the workplace. The author examines the glass ceiling, a concept used to describe an imaginary barrier that prevents women from climbing the corporate ladder because a glass ceiling prevents then from climbing higher.

From the paper:

"In summary an organizations culture and values are reflected by their ability to both meet the needs of working mothers and to promote women in the organization. The debate exists as to how much the glass ceiling impacts working women, organizations need to address the needs and promote their female employees, otherwise they are missing out on a talented pool of workers. As women continue to play a bigger role in corporate America, they deserve the same opportunity to advance as men do."

Tags:discrimination, corporate, sex, employment, ladder, women, working

Abstract
This report will examine the issue of women being prevented from breaking into upper management and its prevalence in our society. Furthermore, the report will discuss the various ways in which this might be prevented.

Abstract
In this essay, the writer examines the subject of sex discrimination at work and the writer argues that gender discrimination stems from the patriarchal system. The writer looks at socialization and claims that discrimination in the workplace is just a continuation of the children's social upbringing. The writer claims that the problem of favoring man over woman is deeply-rooted in our society. Further, the writer maintains that patriarchal socialization is so great and so complete, that gender discrimination is frequently unconscious. The writer concludes that discrimination will probably continue for some time into the future, but if women make as much progress in the next 40 years as they made since the 1960s, conditions in the workplace will be much better for them.

Outline:
How Did It Start?
Breaking Through the Glass Ceiling: What's Stopping Women?
What is the Problem?
What is the Glass Ceiling?
Conclusion

From the Paper
"Patriarchal societies are always male-centered. In literature, for example, including movies and TV, the male experience is considered the human experience. Until only about 20 years ago, schools taught that male pronouns were always to be used when referring to people in mixed groups. If there were 39 girls and only one boy, for example, the male pronoun was "proper" English (as in "The student will put his pencils and his books in his desk at 3:15 and get ready to go home"). This kind of male-centered message says that females are unimportant and negligible. It implies that men are human beings and women are something other. Women's work and contributions, as a result, are devalued, belittled, and often invisible. The domestic work that women do, usually unpaid, is not even defined as work. For years, schoolteachers, almost always women, were hopeful that more men would enter the field of teaching because it would help them (the female teachers) to gain respect and better pay."

Tags:glass, ceiling, female, compensation, patriarchy