Breaking the Glass Ceiling for Minority Women

In evaluating Stephanie’s heritage it becomes apparent there are several salient factors that will initially shape her world view and ideas about counseling. The most significant factor will be her White heritage. As mentioned before, Stephanie growing up in a White family automatically affords her white privilege, even if she realizes it or not. This white privilege means that Stephanie may not be able to relate to minority groups and the struggles they face with discrimination and racism (Hays, Chang, & Dean, 2004).

The belief people lack knowledge, skills, and experience to manage the encounters of racism, biases, and barriers that cannot be turned on and off with people of color are not aligned with my own beliefs and values. I believe people are inherently good and support and guidance can be found in their own spiritual path. Then again, I recognize not everyone knows their own path to spirituality. Alessandria (2002) asserts many similarities and differences between two groups we focus on the client in front of us rather than making generalizations about groups. As I am female and cannot fully understand the life choices of a male, Alessandria's position with the counseling values of "respect for client, genuineness, use of empathic understanding, the communication of empathy, clarification and delineate the counselor's role" will center the client's basic humanness (2002). In socioeconomic status, Laszloff (2008) contends an unawareness of my own privileges or benefits can attribute to trouble understanding racial experiences. Yet, it is my own personal attitude, beliefs, and cultural identity that make it possible to achieve culturally competent counseling

In counseling African American women, issues involving racial identity and conflict should be explored. Counselors can help African American females counteract negative images associated with being Black and being female; enhancing internal strength by developing pride and dignity in Black womanhood can serve as a buffer to racism and sexism and can prevent the incorporation of negative images into their own belief systems (Sue & Sue, 2013, p. 374). Counselors should be aware of the culture and familiar with the struggles and life events that have taken place for African American females in order to relate, build rapport, and be helpful to them.

Different sorts of separation exist inside of the working environment of today. These demonstrations of predisposition, whether conferred purposely or unknowingly, add to unfair employing and special practices.

A sample is a group of people chosen from a population to embody the population in the experiment, whereas a population is the complete group of the people that pertain to the research subject (Gravetter & Wallnau, 2014). An example of this would be if a researcher was doing a study on children with no siblings in Michigan, the population would be every only child and the sample would be a smaller group of only children to represent the larger group. The reason why a person would not use the entire population is because, although you would get a more accurate result, it also would be too difficult to attain an answer from every only child on Michigan. It is therefore easier to get an estimate to gauge the closest accuracy with a smaller sample set.

Workplace Discrimination ……………………………………… . . . . . . . . . . . . . . . . . . 3

There has been a great advancement in women’s occupations. Although women have experienced some growth, there is still a gap in gender equality. The gap is prevalent in the United States and abroad. Women can have the same qualifications, competitive attitude, and aggression as men, but still lag behind men in the workplace (Why Can’t a Women Succeed like a Man, 2009). There is more work to be done to break the glass ceiling that blocks women from reaching the top.

It’s 4:57PM and your superior has just emailed you and a fellow co-worker a project that is needed by 8AM tomorrow morning. You glance at the clock and realize you have two minutes before you must dash out of the office and rush 45 minutes across town to pick your child up from a daycare that closes in 30 minutes. Clearly, there is not nearly enough time to complete the request. You look at the office across from you and see your childless, single counterpart who simply smiles and says “…go ahead. I’ll handle the request”. All the way home you beat yourself up. Pondering how this will look to your superior? Will you look like a slacker or not be considered a “team player”? Or even worse… what potential promotion did you just

Acker (1998) posits, despite years of advancement and equity practices; a gendered substructure explains the persistence of male hegemony and the female disadvantage. There’s a conventional assumption of an ordinary worker to be a man without obligations outside of work that will be a means of distraction. According to a study, it was found there is significant proactivity in implementing equal opportunity strategies under the guise of ‘organisation of work and conditions of service’ (Strachan & French, 2007). Furthermore, segregation at the workplace has remained almost unchanged, despite two decades of equal employment opportunity legislation.

Gender, ethnicity, and race inequalities and the issues surrounding them in the workplace have been on the forefront of society’s mind for decades. The problem of inequality in the workplace has become one of the most important and vital issues in our society today. In order to understand fully the reasons for these inequalities, one must try to understand the factors that cause gender, ethnicity, and racial issues within the workplace, yet in this case, we will tend to focus mostly towards gender inequality in the workplace. One typically thinks locally

In conclusion it has been proven that inequality still exists within companies. If women want to be paid based off their skills and not their gender, they need to become aware of the fact that this problem is still around and fight to get rid of it. Carol Hymowitz’s article reflects on the need to make a change in businesses around the world to offer diversity and equality. The change has to start with women coming together and taking a stand against discrimination. With constant change and growth within our country, there is no reason

Discrimination remains widespread, types of discrimination exist from gender to workplace. In some cases, people are still treated as second-class citizens, lacking basic rights and suffering violence and many kinds of disadvantages. Discrimination is a big social problem that needs to be addressed. In this memo, our group will clearly define current social issues such as sexual discrimination and racial discrimination, deeply analyze these two issues, and provide specific solutions for managers and organizations to effectively manage diversity. At the end, we will make a conclusion of the memo and offer a recommendation to tackle discrimination.

Some organizations mirror society’s idea about which group of workers are appropriate for certain types of jobs. Although hiring and promotion are supposed to be based on rational and universal criteria, they often express informal expectations about gender, race, and class of the people best suited for particular positions, producing race and gender stratified work forces. Men are thought to be more ambitious, task-oriented, and work involved; while women are considered less motivated, less committed, and more geared towards work relationships than work itself.

Nowadays, with increasing variety in organizations, several inequalities in the workplace have happened. In spite of the regulation policies which have limited inequalities on the workplace, it still exists, because of personal characteristics, such as gender, age and different race (Allan, C & Mcphail, R & Wilkinson, A 2008, p. 225). Inequality in the workplaces can be defined as the unfair discrimination relating to things, such as wage differentials between men and women, unfair practices and unfairness opportunities, particularly with regard to employment of people of different ethnic origins (Grainge, 2007, online). C2E TODAY (Committed 2 Equality) shows that in spite of large UK companies declaring that they have eliminated inequalities in the workplace around 77 per cent of them have little or no equality practices. Even though small companies’ situation is more serious, 97.5 per cent of them have no equality practices in place (Committed 2 Equality, 2008, online). This paper will analyze several inequalities exist on the workplace with the use of real facts for concentrating on gender, age and race, and demonstrate the role of the participants within employments relations by discussing the responses from the state, employers and unions.

One possible explanation as to why people believe gender discrimination does not exist is because of personal choice. Women may choose to leave jobs to start families instead. “Approximately 8% of professional women with advanced degrees leave the workplace during their childbearing years,” according to Nicole M. Stephens and Cynthia S. Levine, writers for Psychological Science. This is a personal choice women make, not one based off gender discrimination. This also explains why women are underrepresented in leadership roles. “‘Why don’t women get to the top?’ the article’s headline asked, before offering its response: ‘Because they choose not to’” (Stephens and Levine). Women often leave the workforce before they can attain higher positions within a company. The authors of The Glass Ceiling in the 21st Century: Understanding Barriers to Gender Inequality also provide possible explanations to help readers understand why gender discrimination exists in the first place. For example, “women’s fewer hours of paid employment, combined with their greater responsibility for domestic work, produces a modified form of the traditional labor that still favors ascribing somewhat greater agency to men and greater communion to women” (Barreto, Ryan, and Schmitt 34). Both women working part time and the women who work to take care of the home contribute to the preconceived notions that attribute to gender discrimination in the workplace. This leads to the belief “that individual