Glass Ceiling and the Effects on Women

Over the past few decades, great strides have been made by women in the workplace. This increased number in women in the workplace does not mean equality however. Even with equal qualifications and achievements, women are still not given all the opportunities that men have. The chapter in the textbook, “Gender at Work”, shows us more of these inequalities in the workplace. Such inequalities cause gender segregation of jobs and can be linked with the pay inequality in the labor force. Even in jobs that are predominantly filled by women, men earn more than women. Women are often stereotyped as being family focused and not as able to travel, therefore they tend to get passed up for promotions (Garson p.353). This invisible barrier that keeps women from moving up the executive ladder is referred to as the “glass ceiling” (Baxter and Wright p. 346). Women also tend to do more domestic work, or unpaid labor and caregiving. This extra unpaid work is referred to as “the third shift” and is largely rested on the shoulders of women (Gersel p. 352). Consequently, this seems to be one of the biggest things holding women back from taking on jobs that are normally considered male

Gender stereotypes are one of the most common encountered on a daily basis. The infamous ‘Glass Ceiling’ still exists in many areas of the professional world, restricting valid promotions simply based on gender. This type of concept can be verified by looking at comparative weekly wages of other professionals in a variety of industries. Most people will generally see female dominated occupations, such as nurse, teacher and secretary as requiring feminine personality traits and physical attributes for success; whereas male dominated occupations such as doctor, lawyer, and business executive are seen to require male personality traits for success (Sanderson, 2010, p. 344).

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.

In the business world, it’s all about being assertive. The people who get the highest ranks are the most assertive in their occupation, but for women there seems to be a “catch 22” in their assertiveness. Assertive women in the workplace are often viewed as rude or pushy, therefore making it harder for them to move up in the high ranks of the company. However, if a woman is not assertive enough then the business might think she is not committed to the job she is doing. There is also a “glass ceiling” put in place for many women. A “glass ceiling” is a goal that one would think can be achieved but really it is an unattainable goal due to policies or corporate culture. Many women feel the impact of the glass ceilings as they start climbing the business ladder.

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”

This myth has been perpetuated throughout history and in result; we have barriers such as the glass ceiling in existence. If we were to pull up a list of the Board of Directors for any given company, the probability of it being a predominately male group is high. This notion alone shows how companies have continued to dwell in olds days where men are considered more capable than women. The Glass ceiling effect has continued to place barriers against women endeavor in achieving success in their careers and participation in their work place. Women have not been able to realize their potential in their work places since they are not offered equal chances as compared to their men counterparts who enjoy great opportunities in organizations. The fact that an organization is ran by men, may cause an adverse effect on the performance of men. Obviously, a man thinks differently than a woman. It is likely that a decision made by men only is likely to ignore the interests of women in the organization. This creates a domino effect because it affects the woman’s performance in business since they only get limited chances to learn, and limited job assignments that will enhance their skills. Hence, low or limited skills and experience will lower their overall

The United States is a country that has a plethora of ethnicities within it from African Americans, to Indians, and Chinese. However, these particular ethnicities that make up America are under what we call the Glass Ceiling. From CEO jobs in politics or in general professions that are predominately male withholds the glass ceiling method against minorities and women. However, this invisible glass that is holding women such as myself can be broken but not evenly no matter how great in rank your position will be there is no businesses in the United Sates of high caliber will have a woman in an equal office without answering to one or multiple men in a higher position. Survey finds 73% of female manages believe barriers to advancement still

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

When referring to the glass ceiling it evolves invisible barriers that women have encountered climbing the corporate ladder. A growing number of women have started to infiltrate the workforce over the last few decades because aspirations, just like men, to accomplish great things. Although, senior management position are available some women choose a work/life balance (Sabharwal, 2015, p. 407). Hillary Clinton has just cracked the glass ceiling through the democratic nomination for President of the United State, the highest position in the country. Although, unsuccessful, young girls witness history and it demonstrated dreams are possible. Cook and Glass (2014, p. 91) will examine three institutional-level theories: the glass cliff, decision-maker diversity, and the saviour

Occupational pay based on gender is an issue that has been around since the early 1900s. Women have always been discriminated against by men, which is proven by history dating back to the Civil Rights Movement. Gender inequality with the significant wage gap for men and women is longstanding and has been acknowledged by researchers. The wage gap that is present in the United States has aroused many Americans, and even kindled several protests. The issue, occupational pay based on gender, dates back to Women’s Rights of 1848.

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.

Women have a harder time excelling in the job industry than men do, due to an unspoken term called, “The Glass Ceiling.” Essentially, this refers to an

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

In America many groups have fought hard to gain equality in treatment, rights, and everyday living standards. Women are included amongst these groups. At one point in history women were not allowed to vote or carry the same positions as men in work. Due to amendments and affirmative action these hindrances for women have been abolished. What still remains to day is the inner struggle within jobs also known as glass ceilings? Glass ceilings are daily obstacles for most women in their jobs every day. As country of equal opportunity should we Americans continue to fight for more equality or accept the situation and be grateful for the change that has already come into place?