The Glass Ceiling for Women in Management

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Workplace Diversity : The Glass Ceiling Crisis

As the word itself suggests , diversity at the workplace constitutes people , attitudes and behavior that are not the same , founded on the differences that people innately possess and bring into the organization . As people , psychologically , socially , culturally , and emotionally different , pool themselves together under a single place there emerges a group vying for a single goal , which is the objective of the organization they are working for , but not single in terms of

characteristics , capabilities probably , and social standing . As a result , naturally , these people tend to bring together as well their individualities and attributes that make them apart from others , causing only two things , either acceptance or denunciation of such . There may be many factors contributing to this , including education , social status country of origin , age , and one of the most common , gender

Touching on gender , women have been regarded as secondary to men . The society has been witness to the gradual changes in the social standing of women . However , looking at a more specific standpoint , the advancement of women within the chain of command in an organization has been quite impeded , because of gender discrimination . Such is termed `glass ceiling . It has been believed that this term has been used foremost in a 1986 Wall Street Journal article ' to refer to the imperceptible barriers that hinder women from progressing in their careers . According to the Federal Glass Ceiling Commission , different kinds of barriers preclude the progression of qualified women in the workforce . The glass ceiling is a common form of discrimination , and it can go disregarded for a long time . Recognizable glass ceiling conditions may include societal bs , e .g . educational opportunities and level of job attainment , conscious and unconscious stereotyping and bias , and government-stimulated barriers including collection and disaggregation of employment related data , which make it difficult to ascertain the status of various groups of women at the managerial level . Internal organizational control barriers also cause such impediment . Staffing practices do not reach or recruit women Employers do not try to hire or promote women in their workforce . Even in the classified ads , one may , more often than not , see business notices that show companies in need of certain employees , `preferably male . This entails an assumption that male potential employees are more than women for certain reasons like being more `into the business world . Sex , race and ethnic-based stereotyping and harassment occur . If these will be the cases , there will be no opportunities to move up to a higher position . These barriers are contributing to women being kept out of upper-level management positions . In 2005 alone , on average , women were paid 77 cents for every dollar a man was paid . Women still are not getting paid the same amount for the same kind of work Prejudice and bias are caused by social differences , contributing to a more excluded corporate society for women . More than half of all women workers hold low-level...