Abstract
This paper is about workplace discrimination and how gender and race discrimination can lead to the formation of so-called glass ceilings. It also discusses employment laws which regulate this area.

Abstract
The paper provides details of the rent control policy, including when it was enacted, how it works and what it was designed to accomplish. The paper then offers arguments both in its favor and against it and suggests modifications to the policy in order for it to become more effective.

From the Paper
"In order to present the topic to the reader, we will try to define the main terms. In a free market, the demand and the supply tend towards what it is called 'the market equilibrium', that is towards a balance point. Because in some cases this thing does not happen, due to different reasons, the state decides to impose a floor price or a ceiling price, meaning that the state will impose through a law or other regulating act a minimum or maximum price of a good. "Rent control, like all other government-mandated price controls, is a law placing a maximum price, or a 'rent ceiling,' on what landlords may charge tenants." This law has its roots in the years after World War I when "rents were 'controlled' through the efforts of local rent anti-profiteering committees and public pressure" . That is, between 1919 and 1924 some cities and states adopted measures such as "rent and eviction control laws" . The next step was the adoption of modern rent control after the Second World War and "following Richard Nixon's 1971 wage and price controls.""

Tags:free, market, demand, supply, equilibrium, tenants, landlords

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 examines the ability of women to reach certain echelons in corporate America. The author also discusses the factors that contribute to women's promotions to chief executive offices in Fortune 500 firms. The term glass ceiling is defined. The paper then describes how affirmative action programs were implemented into many business strategies in order to eliminate glass ceiling situations in the workplace. The author concludes by stating that although affirmative action has diversified educational institutions, such diversification is yet to be seen in corporate America. It is not clear why all the barriers exists or why women are not in more senior executive positions.

Outline:
Introduction
Glass Ceiling
The Glass Ceiling and Affirmative Action
Female CEO's at Fortune 500 Companies
Limitations of Affirmative Action as it relates to the Glass Ceiling

From the Paper
"Affirmative Action has long been a topic of debate in America and other nations throughout the world. More often then not the focus is primarily confined to race. However, affirmative action has also had an impact in terms of gender and the ability of women to reach certain echelons in corporate America. The purpose of this discussion is to examine the problem of the glass ceiling and women in the business world. The research will also examine the factors that contribute to women promotion to chief executive office in the Fortune 500 firms. Let us begin our discussion by defining the phrase glass ceiling."

Tags:women, work, glass, ceiling, sexism, workplace, affirmative, action

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 explores the problem of the 'glass ceiling' in business. The glass ceiling is defined and its history, both past and present, is examined. The literature on methods that can shatter the glass ceiling is reviewed with an emphasis on the ethical aspects of the problem. An ethical model is then developed as a means of dealing with the issue.

From the Paper
"Werhane, Posig, Gundry and Ofstein define the phrase 'glass ceiling' as it applies to organizations as a limitation that women often face in the business and corporate environment in terms of salary promotion and/or power. The authors state that while many factors build this ceiling, one of the most important contributors consists of stereotypic and sexist attitudes. However..."

Tags:business ethics, glass ceiling

Abstract
This paper describes the "Glass Ceiling" that women experience in the workplace. Although strides have been made to eradicate discrimination, the author argues that statistics still show that women occupy less managerial positions than men. The "Glass Ceiling" syndrome is examined in Canada, despite it being a progressive nation.

From the Paper
"It is a well known fact that women have always experienced discrimination in the workplace. While this has lessened in recent years, many women still maintain that there is a "glass ceiling" that prevents them from rising to the same levels as men in organizations. This has been confirmed by research (see for example Maume). Certainly, it is true that women do not hold as many positions in top management as do men. This is equally true in Canada as in any other Western country. Is the reason for this the fact that women are

Tags:women, glass, ceiling

Abstract
The paper argues that it is readily apparent that men still dominate most positions of power, whether in boardrooms or governments, while legions of women have been battling for decades now to access the same power, prestige and financial compensation as men. This paper identifies and analyzes the "glass ceiling effect" observed among female professionals, suggests reasons for its persistent existence, and examines what career counselling has to offer women facing this predicament.

From the Paper
"Notwithstanding the widespread protestations that "you've come a long way, baby," it is still readily apparent that women still have a long way to go. Men still dominate most positions of power, whether in boardrooms or governments. This is not for want of trying - legions of women have been battling for decades now to access the same power, prestige and financial..."

Tags:glass, ceiling, women

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