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 glassceiling is defined. The paper then describes how affirmative action programs were implemented into many business strategies in order to eliminate glassceiling 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
GlassCeiling The GlassCeiling and Affirmative Action
Female CEO's at Fortune 500 Companies
Limitations of Affirmative Action as it relates to the GlassCeiling
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."
Abstract In this article, the writer explains that the glassceiling is a level above which it is difficult for women to move in an organization. The writer discusses why there is a glassceiling and how women can break through the glassceiling. The paper includes two references from Susan J. Wells in this regard. Further, the writer discusses the characteristic of the glassceiling.
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 ... "
Abstract This paper describes the "GlassCeiling" 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 "GlassCeiling" 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
This paper addresses the glassceiling 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.
2,400 words (approx. 9.6 pages), 5 sources, 2002, $ 89.95
Abstract This paper addresses the glassceiling 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 glassceiling
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 glassceiling 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 glassceiling, but this paper argues that discrimination, although still present, is not the main source of the problem.
Paper Outline:
Breaking Through the GlassCeiling: What's Stopping Women?
What is the GlassCeiling?
Communication Styles and the GlassCeiling Coping with the GlassCeiling 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."
This paper discusses the concept of a "glassceiling" preventing women from entering senior management positions and looks at reasons that it may exist, focusing on Australia.
Abstract In this article, the writer notes that in the 1980s, commentators suggested that a "glassceiling" prevented women from entering senior management positions. The writer maintains that certainly, this so-called glassceiling 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 glassceiling 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 glassceiling 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 GlassCeiling The GlassCeiling 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."
Abstract This paper discusses the mythical "glassceiling." Many people, especially feminists, believe it is an ever-present barrier, holding women back from the upper levels of corporate America. Others believe there is no glassceiling, and that the lack of women in top corporate positions simply indicates that women have other priorities. Which side is right is the focus of this paper.
Abstract This paper explains that major signs of the existence of glassceilings 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 glassceiling, 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."
Abstract This paper examines the view that in many sectors of society there has been inadequate representation and opportunity for women. It specifically focuses on the situation of women in the military - which is still seen as a primarily male-dominated institution. The paper discusses the concept of the "glassceiling" and the way that women in various military organizations are still not allowed to explore their full potential in leadership opportunities.
Table of Contents:
Overview: Gender Discrimination
The GlassCeiling Discrimination
Discrimination in the Military
Conclusion
From the Paper "In essence, the main constituent of the glass ceiling in the military context is described as a "female-hostile" culture within the military. (Newman. 1999) There are many examples of this that can be given. For instance, the 1991 Navy Tailhook sexual abuse affair in which 140 officers were implicated and the reported rape, assault and harassment of more than 50 women at the Aberdeen Proving Grounds in Maryland . (Newman. 1999) This has led some researchers to state that, "Male violence against women in the military is not incidental, it is chronic." (Newman. 1999)"
Abstract This paper is about workplace discrimination and how gender and race discrimination can lead to the formation of so-called glassceilings. It also discusses employment laws which regulate this area.
Abstract This six-page graduate paper studies the phenomenon of the glassceiling in the corporate environment - gender discrimination in the workplace.
Abstract The glassceiling is a concept that refers to societal and corporate disparity. This study provides an overview of this phenomenon and explores the causative factors that prevent female mangers from advancing. The paper explains that it was found that the literature stressed gender discrimination as a central factor and also pointed to the prevalence of related and complex issues that still maintain managerial disparity in the corporate environment. Includes several graphs and tables.
Outline
Abstract
1. Introduction
2. The Problem and Literature Overview
Figure 1. Corporate Female Managers.
3. Stereotypes
4. The Wage Gap
5. Conclusion and Recommendations
Bibliography
From the Paper "In essence the term glass ceiling can be can be viewed as the" idea that discrimination against women in the workplace remains a formidable barrier to their upward mobility in the corporate world." ( Lopez, N.) The recognition of this fact in the corporate business world as evidence of discriminatory practice resulted in legislation and the Glass Ceiling Act, as part of Title II of the Civil Rights Act of 1991, introduced by Senator Robert Dole and signed by President Bush. A bipartisan twenty-one member Glass Ceiling Commission was charged with preparing recommendations on the glass ceiling issue for the President and corporate leaders. (ibid)"
Abstract The paper explains that the term "glassceiling" first became popular in the 1980s to describe the invisible but very real barrier keeping women from rising to positions of power in organizations across the US. The paper attributes this to the attitude of many corporations and managers that women cannot manage or lead effectively, the social pressures and roles that place women at a disadvantage and the idea that women are sometimes not aggressive or assertive enough in the workplace. The paper provides examples of several women who have risen to the top of their organizations, but concludes that society must begin to alter its ideals about female and male identities and stop gender from being a deterrent to job satisfaction and success in the workplace.
From the Paper "More women are working than ever before, and more women are starting their own businesses. While it would seem that because there are more women in the workplace, there would be more female executives in large (and small) corporations, that is simply not the case. Two authors note, "Apart from upper management roles, the proportion of women in management at any level is disproportionate to their presence in the workplace" (Miller, and Lemons). Women still have enormous difficulty rising above the glass ceiling. Several authors write, "The glass ceiling is not simply a barrier for an individual, based on the person's inability to handle a higher level job. Rather, the glass ceiling applies to women as a group who are kept from advancing higher because they are women" (Morrison, White, Velsor, and The Center For Creative Leadership 13)."
Abstract The paper defines the term 'glassceiling' as a metaphor used to express the various problems and hindrances to advancement that many women in the business and corporate world face. The paper reveals that the glassceiling phenomenon does not in essence have an economic rationale; the prevention of female advancement is related to ideological and social facets, which stem from the structure of class and gender in society as a whole. The paper explores the phenomenon of the glassceiling in terms of its sociological causes and ramifications.
Outline:
Introduction
The Social Reality of the GlassCeiling Gender, Class and Ideology
Conclusion
From the Paper "The disparities in terms of opportunities, advancement and position between men and women in the workplace are a well known and much debated issue in sociological discourse. This is due to the fact that hindrances to female advancement or the "glass ceiling" is related to central sociological concepts and to the analysis of the way that societies are constructed by ideological as well as class and gender issues. As one researcher states; "It is well documented that women are less likely than men to exercise authority in their jobs ... Yet the causes of this gender difference in authority have received little attention...." (Hopcroft R. 1996)"
Abstract This paper discusses the issue of female discrimination in the workplace. The author examines the glassceiling, a concept used to describe an imaginary barrier that prevents women from climbing the corporate ladder because a glassceiling 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 glassceiling 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
