Analysis Of The Glass Ceiling By Bell Hooks

“The tendency of professional industry to look down on blue collar business greatly limits its potential" (Rashido May 2017). One cannot expect to change the perception of others’ intelligence if that same person looks down on blue-collar workers because of the occupation. Like Joe, many people process the skills needed to complete a job, but lack education. "The values of determination, perseverance, courage, and guts are evident" (Lucas 2004). Such values display how blue-collar workers are often looking out for one another.

In Sarah Bianchi-Sand’s article, she details the “glass ceiling,” or an unofficial boundary that prevents women and minorities alike from reaching their highest potential. Her work is meant to persuade readers that the glass ceiling isn't a myth, but a real and serious problem. Being the Chair and Executive Director of the National Committee on Pay Equity, Sarah has plenty of reason for wanting to persuade this topic. Her thesis effectively starts this process by laying out what is happening. “This theory is circulating widely among the press-perhaps because it is controversial and contradicts what has become rather boring to the media-but what remains are the real-life experiences of women and people of color- no real change in the wage gap and no improvement in the glass ceiling (Bianchi-Sand p.306). This thesis opens the door for Sarah to talk about and persuade her readers that the glass ceiling is no myth. By using ethos, pathos, and logos our Author persuades her readers that the glass ceiling is hurting business but can be raised.

Most blue-collar jobs are hard, manual labor with minimal pay. "After a particularly exhaustion string of 12-hour days at a plastics factory, I remember being shocked at how small my check seemed." (Braaksma)Not all factories and blue-collar jobs pay at the very minimal wage but a lot of them do and that's a disadvantage of working that type of job and not having a degree. It's hard to live a life when you aren't bringing that much money homefrom a job that you put in many hours

Women are considered a minority group, because they do not share the same power, privileges, rights, and opportunities as men. The term "glass ceiling" refers to institutional barriers that prevent minorities and women from advancing beyond a certain point in the corporate world, despite their qualifications and successes. The existence of a glass ceiling indicates that women, even today, do not enjoy the same economic opportunities as men. Throughout the past two centuries, there is a recurring pattern of unequal economic rights for women as well as discrimination. These actions that burden women bring on a psychological effect such as oppression. The constant battle women face with an unequal economic opportunity contributes to their feeling

The “Glass Ceiling” is known as an invisible barrier that stops someone from gaining more success. In this case it deals with women in the workplace, not being able to move up in a company. Even though no one knows who started the phrase, “A widely read Wall Street Journal story in 1986 popularized the term”(Napikoski). The “Glass Ceiling” has played a big role in women not being able to be

In The Hole in the Glass Ceiling Is Getting Bigger by John Cassidy, the topic is discussed how uncommon it is for females to rise to the top of their professions. Cassidy

In Anuja Yadav’s article, “Glass Ceiling- Myth or Reality”, Yadav motivates citizens to real the glass ceiling is not all factual. While traditional thinking says women stay home to do house work and raise the children, times have changed. Yadav explains there are some inequalities such as the gender pay gap that still need to be changed. Most of the glass ceiling is mental, we have to believe and aspire to receive the promotion and executive positions. There is not many women on the list of most powerful, but it might be because there is a common belief that women exel in gender specific careers. Yadav explains the glass ceiling in a different way, Yadav shows them as barriers that we are able to overcome if we choose to.

As I mentioned in the introduction, women have struggled and continue to struggle to find equality in the workforce. The glass ceiling was initially utilized by feminist activists to express concerns about the barriers that were

Several theories have been utilized to guide research exploring the glass ceiling metaphor. The social role theory explains the labor division between men and women and the difference in their leadership style (Sabharal, 2015). Men are regarded as more agentic- aggressive, dominant, and independent. Women behaviors are more communal- empathetic, nurturing and kind. This theory posits that individuals might question the capacity of women in leadership roles, because requirements of leadership contradict the social role of women (Sabharwal, 2015). Because men majorly occupy leadership roles, it is largely assumed that leadership demands male-like personas. Therefore, women are judged less favorably when seeking management positions. Moreover, managers are less likely to promote women because of their social responsibility as mothers, which ascribe the primary responsibility of family (Sabharwal, 2015). Role incongruity and the perpetuating masculine stereotype contribute to the challenges women face in leadership positions (Sabharwal, 2015).

When researchers went back to examine the origins of the glass ceiling theory, it was found the that it was based off the results of one test. The data found by Traxler showed that in 2000 the median score of Deaf high school seniors on the Stanford Achievement Test 9 (SAT 9) was at a 3.9 reading level (2000). Understanding that a median is the mid-range of a set of scores, this would mean that the reading level is not capped at the fourth-grade level as many have interpreted the research to mean. For the students’ median to be at this level, it would mean that half of the students were above this level, and naturally, it means the other half were below it. This simply puts an end to the idea that Deaf students hit a ceiling around the fourth-grade

The term glass ceiling was coined more than twenty years ago by the Wall Street Journal to describe the barriers that women face at workplace. The word ‘ceiling’ suggest that women are blocked from advancing their career while the term ‘glass’ is used because the ceiling does not always visible. Women might work as hard as men do but they only earn about seventy-five per-cent of the men’s income though they might be of the same seniority, experience as well as education level. The earning differential is due to the traditional responsibility for family and childcare tasks assigned by the society towards women. This is because the society still assumes the high-paying professions as masculine and feminine women could not fit the requirements of holding the position and they better do a more nurturing job. This typical thinking causes men to be numerically dominant in almost all area like in key global and national decision-making position such as international organisations, governments, and as well as the board of CEOs and directors of private enterprises. As an example, rarely are women seen to sit in the parliament seat or hold the superior position in a government party. Take the case of our own Datuk Ng Yen Yen who did not succeed in her bid for the MCA’s vice presidency in October 2008. She challenged the tradition within the male-dominated party but then her failure indicates the hesitance of the

The "glass ceiling" has held women back from certain positions and opportunities in the workplace. Women are stereotyped as part-time, lower-grade workers with limited opportunities for training and advancement because of this "glass ceiling". How have women managed their careers when confronted by this glass ceiling? It has been difficult; American women have struggled for their role in society since 1848. Women’s roles have changed significantly throughout the past centuries because of their willingness and persistence. Women have contributed to the change pace of their role in the workplace by showing motivation and perseverance.

The glass ceiling starts to form itself very early on. From the moment a woman enters the work force after college, she is faced with much discrimination and unjust belief that she will not be able to do as well of a job than a man. A man and a woman, who both have the same education and training for a job, will have a considerable gap in their yearly income. In a first year job, a man will make approximately $14,619 compared to a woman who will make only $12,201. That is a pay gap of 17%(Gender Pay 1). There is no reason why there should be any gap in their incomes during the first year of their jobs. They have both had the same formal education and both have the same qualifications necessary for the job, yet

Gender plays a huge role in workplace 'success' and can be a big challenge especially if the employee is a woman in a male dominated workplace or career. No matter how 'hard-nosed,' 'ruthless,' 'workaholic' a woman may be, or how much personal success she achieves, there will always tend to be some type of obstacle to keep her from getting completely to the top of the corporate ladder. She must also still fight stereotypes that undermines her confidence or limits her potential. Since the early 20th century, women and minorities have sought equal opportunities in education and in the labor force with little success. These obstacles or barriers are all known as the glass ceiling.

The glass ceiling is responsible for women and minorities not being able to achieve what they are capable of. A glass ceiling is an invisible barrier. For many of the years, women were not put in jobs that require top executives such as management and that is why many of them have not accumulated the