Federal Glass Ceiling

In the United States, study after study continues to show that women have fewer opportunities to advance in the workplace than men. These disadvantages are a result of society’s views of women in leadership positions and how women may view themselves in these roles. Women have been making progress in terms of equality in pay and job positions, but significant gaps remain. Women who strive to be promoted into higher levels of responsibility in their companies often meet resistance that prevents them from achieving the goal of a senior or executive level of management. This barrier is referred to as the “glass ceiling” and it is a controversial issue in our country today. The glass ceiling called this because women are able to see the higher level positions, but can reach them because of an intangible barrier. One can look at the Fortune 500 companies, which are the most successful companies in the U.S. in terms of revenue to see how few women are in leadership positions. Clearly, women are significantly underrepresented in these companies, as less than 5 percent of these companies have female chief executive officers (CEO) today (Dockterman 105). Providing the opportunity for women to move into management positions, like CEOs, would bring a unique talent and a new perspective on how the company can operate to perform better (Buckalew 147). The “glass ceiling” is a real obstacle that creates an intangible barrier that puts women at a disadvantage in advancing in a company.

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.

Meaning women have additional problematic issue then man. For example in education women face more obstacles as faculty rather when in manager and directors in corporate America. Even though there been great progress in the workplace, most jobs are segregated by sexes. There is wag gaps, the average women have to work roughly 4 months extra every year to make the same wage as man. For example, when the educational attainment increases the gender pay decreases for women no matter what levels of education than men. In other words, women earn 77cents for every dollar man earn and put in their pocket (Benokraitis, 2010, p.160-161). Discrimination where both woman and man share in the workplace is the glass ceiling and glass escalator. The glass ceiling being, “women efforts to scale organizational and professional hierarchies but cant because they are constrained by invisible barriers to promotion in their careers, caused mainly by sexist attitudes of men in the highest position” Similarly, men that choose to go into position like nurse and librarians encounter the glass escalator mostly vituperative criticism from the public when they are in the most female-identified specialties” “Therefore man are pressured to move out of the most female-identified areas, and up to those regarded as more legitimate and prestigious for men” (Williams, 1992, p.

Meanwhile, the segregation of jobs by gender and other factors affect pay equity. A term used back in the 1980’s as a metaphor for the invisible and artificial barriers that blocked women and minorities from advancing up the corporate ladder to management and executive positions is called the glass ceiling (Hill, 2013). Louisville Women’s Careers Examiner argues “ Glass ceilings are still found in the workplaces, not only in the discrimination of pay scales, but also marked by sexual harassment, exploitation at work and as a feeling of insecurity in women due to conduct of the opposite sex” (Hill, 2013, p.33). Societal barriers that women tend to face are prejudice and bias, cultural, opportunity and attainment, gender, and color-based differences. Moreover, several other barriers women run into are governmental, business structural and internal businesses all of which have ramifications on their chances of success.

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

The Glass Ceiling theory explains how a woman may never make it to the top of their profession when compared to a man who may also want to advance. The term “Glass Ceiling”

Thomas, Bierema, and Landau (2004) also describe the glass ceiling as a metaphor for the invisible barrier used to pushed women to the sidelines to slow their upward mobility and career growth. The authors suggest the glass ceiling is created by prejudicial practices such as cultural tendencies and power, and believe that glass ceiling practices keep women in compliant roles, making them inferior to males (Yasin & Helms, 2007). In 1989, Elizabeth Dole, Secretary of Labor for the Bush administration, launched a Department of Labor investigation to identify glass ceiling practices. The investigation found there were no women employed at nine major corporations that were awarded significant government contracts (Office of Federal Contract Compliance, 1991). As a result of the investigation, the Glass Ceiling Act was enacted in 1991 as Title II of the Civil Rights Restoration Act and a commission was formed to identify barriers and implement strategies to promote employment opportunities for the advancement of minorities and women (Falk & Grizard, 2003). The research available on glass ceiling practices in higher education is limited. However, there are some researchers who have examined the practices as it relates to higher education. Unfortunately, in higher education the majority of the available research focuses on the deferential treatment of female faculty. Some of the researchers who did examine the effects the glass ceiling had on women pursuing executive positions in higher education (Thomas, Bierema and Landau, 2004) showed that male-controlled environments contributed to the limited access women have had to leadership positions, acknowledge the existence of the glass ceiling, and suggest it serves as a significant barrier to women seeking

Glass ceiling is an intangible barrier within a hierarchy that prevents some people (such as women or people of certain race) from getting the most powerful jobs. The glass ceiling is an accurate repressentation of how women was treated unfairly in the work force from men. Women in the United States suffer from low self-esteem because they got little respect from thier family responsibilities (page 259). I believe that women have made progress through the glass ceiling. The Women's Civil Rights movement and feminism has open up many door for women in the work force. The women's movement has succeeded in gaining many rights for women. In the 1700-1800 people believed that a women place was in the house cooking, cleaning, and taking care of her

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.

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 role of the glass ceiling is acting as invisible barriers that kept women from achieving a higher position or leadership roles as men. This metaphor makes women to believe that if they pass the ceiling or barrier full of expectation, then they will obtain an equal level of jobs and position as men. However, women are facing more obstacles than the glass ceiling measure for attaining leadership roles. One general obstacle that women often face is gender discrimination. For example, in the article where Allice H. Eagly described president Richard Nixon discriminate women for erratic and emotion being as compare to men. The gender discrimination is what resistance women for most jobs opportunity and high wage but it has the positive effect on men to have high wage, fast promotion and superior qualification.

In corporate America today, most women and even minorities find it difficult to shatter the glass ceiling since it is dominated by the male. Although some percentage of women have made progress in the corporate ladder. In context, the ceiling means that there is a certain limit that someone can climb in the hierarchy while glass emphasizes that

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

The term glass ceiling was first used by Carol Hymowitz and Timothy Schellhardt in the March 24, 1986, edition of the Wall Street Journal to describe the limits of advancement that women face in the workplace (Hymowitz and Schellhardt 1986). When originally used, the term drew widespread criticism because it claimed that women did not achieve high levels of advancement in the workforce because they were consumed by family life or did not obtain the required levels of education and/or experience. Since then, the term and the arguments surrounding it have developed to encompass all minorities in the workplace.

The “Glass Ceiling” is the term giving to the invisible obstacles sometimes found in the workforce. The barriers that limit women’s and minorities progress toward employment equity extend from the glass ceiling at the top of corporations to the floor of low paying jobs in the labor market. These barriers are created by a process at exclusion that continuously eliminates women, minorities, and other underprivileged groups from being candidates of higher positions. When a company exercises this type of discrimination, they look for the most defensible explanation they can find to make this behavior seem acceptable. The “glass ceiling” is still very much a part of the corporate world today as it was many years ago. This is evident by the