Glass Ceiling Fact or Fiction?

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What is the glass ceiling?” “Is it a ceiling made out of glass?” In business, it is defined as “an upper limit to professional advancement, especially as imposed upon women that is not readily perceived or openly acknowledged.” In 1986, journal reporters used the term “glass ceiling” in the newspapers, and they described it as the barriers that limit the advancement of women and minorities. In other words, it is a ceiling based on attitudes, an organization’s stereotypes, or bias that prevents the advancement of women and minorities (a racial, religious or a political group) to high-level positions. Since the past decade, women and minorities were allowed limited roles in the workplace. Twenty years ago, women made up for 1% of the top…show more content…
When the steps are based on preference (selection or promotion of workers based on their race, gender, or ethnicity), affirmative action creates a problem for the business.
A pregnant employee must take maternity leave after giving birth. She is permitted to set the date on which she will start and end her maternity leave. The Law of Maternity leave helps prevent any discrimination against women or any unfair treatment towards them because of pregnancy.
The Law of Maternity leave states that a pregnant employee is entitled to maternity leave. She must notify management within fifteen weeks before birth of the employee’s newborn, her expected week of birth, and the date she expects to start her maternity leave. The length of time for maternity leave is usually twenty-six weeks but if needed the employee may ask for an extended period of time. The employee can make the decision of when she wants to begin her maternity leave. However, the date that the employee chooses must not be earlier than the eleventh week before the expected week of birth. Management is only allowed to suspend an employee who is pregnant, when she has
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