I Moved Inside Help Work On Another Project With Christina. Ryan

In the article it is expressed that “women comprise 66% of the U.S workforce, yet only 21% hold middle management positions, and a mere 15% are at the senior management level” (Sipe, Johnson, and Fisher 340). This statistic shows that women occupy less of the higher authority positions than males. It is stated that “although the equity gap between men and women in management careers appears to be closing, the glass ceiling still persists in today’s business environment” (Sipe, Johnson, and Fisher 340). There will also be a little wiggle room for women in the job market; however, they will always have to compete and work hard to break the glass ceiling. The glass ceiling is the area right below the senior management level, which will always be the obstacle hindering women’s passage to higher management jobs. It ensures women that they will only go so far in the corporate level and will not get paid equally for similar type of work as a male. Barbara Czarniawska, a organization theorist, conduct an interview with both sexes and they concluded that “being a woman is a handicap to pursuing a career in that company” (236). Females tend to have less authority then men, despite similar characteristics and individual attributes; this is a clear violation of discrimination at work. Women can hold the same amount of schooling as someone of the opposite

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.

Why are there not more women in the upper ranks of corporate America? Is it because women slow down or stop career plans to spend more time caring for family? Or possibly because they are just less ambitious than men and don’t have the confidence? Simple answer: No. Something else is occurring whilst on their way to the top. Women are not surrendering their vocations in huge numbers. Parenthood actually builds their craving for winning advancements; and women by large don 't lack of aspiration or certainty that they can use to go up against difficult tasks. Yet when asked whether they want a top role in their companies or industries, a majority of women say they would rather not grab the brass ring.

Although in 2012, only 18 women served as CEOs of Fortune 500 companies. Furthermore, in a recent report, women only held 16.6% of board seats in 2012 in the fortune 500 companies (Aguilar). Women are somehow being held back from achieving their higher potential, and is is not due to lack of education. The department of education found that “140 women will graduate with a college degree at some level this year for every 100 men”(Aguilar). Most people believe the reason is because of the phenomenon of the “glass ceiling”. Many large companies do not hire women for the upper level positions, because they have always hired men, and many companies may believe that they do not see women in that position. This is also influenced by the media as well, as “women hold only 3% of clout positions in telecommunications, entertainment, publishing and advertising.”(Newsom 2011). With so few women leaders in the media industry, women are rarely portrayed in highly respected executives roles. This in turn communicates to young girls and the public in general that women are not supposed to hold these

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

In many occupations, even if women do obtain the requirements and more of what is expected of a certain job title, and a man does not, the man gets chosen over the woman. Unfortunately, this is currently happening within my workplace. Even though many women have the exact requirements and more to get promoted, because there are very little men in my workplace, they have always gotten the promotion over the women, while having less of what is required by them. Although they are not getting compensated with more money, they are given the opportunity for more responsibility and more work hours which gives them time to accumulate that extra money. When questioned about this particular issue, the requirements not being met, it is just said that it is being “taken care of.” It just makes one wonder, if we aren’t able to advance now, in regular jobs, are we going to be able to excel in our future careers? “A 2012 AAUW report, Graduating to a Pay Gap: The Earnings of Women and Men One Year after College Graduation, found that the pay gap exists one year out of college — and gets worse over the course of a woman’s career. The study controlled for factors known to affect earnings, such as education, parenthood, and hours worked, and found that women earn 7 percent less than men earn just one year out of college, even when they have the same major and occupation”

Changing the previously established culture of men working and women maintaining the family and home is a slow process, but it has not been completely in vain. Today, women make up 104 members of the United States Congress and 26 CEOs of Fortune 500 companies. However, the 104 members make up only 19% of Congress and the 26 CEOs represent approximately 5% of the Fortune 500 companies. Evidence such as this is indicative that women in the workplace continue to struggle with the metaphorical glass ceiling (www.economist.com).

Over the past forty years, women have looked at progress; they have measured it, counted it, and tallied it. In doing so, they thought that they were making headway. Women did not look at success assuming that success and progress were synonymous, but evidence of the progress was not an indication of success. Having a woman in a profession unleashed a veritable avalanche of hostility towards her, as a woman, an avalanche of misogyny. It is the same attitude that denied woman an equal place in the executive suite of their larger company, it’s the same attitude that denied her education and skills to life time earnings. It is the same attitude that says women can be equal, but they cannot have real power.

Catalyst (2012) indicated that corporate world data showed that women represented only 4% of chief executive officer positions within Fortune 500 companies; similarly, DeFrank-Cole et al. (2013) advised that the lack of progress for women is dumbfounding considering that for the last 25 years; women’s entrance into professional and managerial careers has been on par with their male colleagues. Relatedly, Barsh (2012) identified a disparity of gender representation in senior leadership within the corporate pipeline from 2012 to 2015. Hannum et al. (2015), added that fundamental changes are underway in the higher education segment; noting that female leaders are needed who are familiar with navigating growth and diversity with a focus upon diminishing gender discrimination and bias. Moreover, DeFrank-Cole et al. (2014) acknowledged that mentoring and leadership development programs geared toward women are needed; yet, difficulties in locating a mentor persist (Haley & Jaeger, 2015), within what is recognized as a male dominated culture. Contrastingly, within a recent gender neutrality study, a significant disparity in female viewpoints were found related to their organizations voice and if the organization had an active approach to gender diversity (Jones, 2016).

Women are underrepresented at every tier of corporations today, especially in senior positions. Even though there is growing unanimity among top managers believing that gender diversity is a social and a business imperative yet progress is painfully slow. A mere 51 of the Fortune 1000 companies were run by women in 2014. It is estimated that gender pay gap is so big that at the present rate it will take 75 years to bridge this gap. To top it off, research shows that women CEOs have a greater possibility to fired than their male counterpart with women being forced out of their positions a third of the time and men only a quarter of the time.

Sexual and gender discrimination is still present in the United States and other developed countries. Women often earn less, have more trouble obtaining high-level positions, and are threatened and harassed much more regularly than their male peers, and it needs to be brought to an end. Sheryl Kara Sandberg is an American technology executive, activist, and author, and as of September 2014, she is the Chief Operating Officer of Facebook. As Sandberg discusses in her book, Lean In : Women, Work, and the Will to Lead, “Real change will come when powerful women are less of an exception. It is easy to dislike senior women because there are so few. If women held 50 percent of the top jobs, it would just not be possible to dislike that many people” (32). If people were not so indifferent towards the idea of women pursuing positions of authority, we would have fewer men making decisions for women, decisions on issues that they do not fully understand because they have not had to experience these issues from a woman’s perspective. Examples of women’s issues that need to be taken into consideration include their education offerings and pay compared to men’s. It is quite often that men will overlook these issue because they do not have to struggle with them firsthand. Conversely, there are women who believe they don’t need feminism. Often enough though, this is because these women do not understand the true meaning of feminism and associate it with being victimized and man-hating.

According to the information, I collected it seems that it will take years and years for things to change. Being a woman, this work has been an eye opener to facts about how we are regarded by men and has taught me lessons on what to do in order to succeed in a male-dominated world. The sources and information about gender inequality are readily available as this is a topic that has been on peoples’ minds for centuries, therefore, a lot of research has been done to ascertain just why women don’t seem to thrive in a male-dominated industry and what is being done to change perceptions of men. I believe it is true that the 21st Century has brought many changes as far as gender equality is

When compared to men, women are often left behind when it comes to advancement even if they have the same educational background and work experiences. But the work place is now changing. "Women are shooting to the top of high-tech companies, dot.com startups and Internet favorites, with a speed that promises to permanently change the way we think about women, work and power" (Gerber, 2000). Despite women’s advances in the workforce, they still strive to emerge and grow out of male oppression and move to a higher social position where they belong.

The business world today is competitive. It's full of fierce, educated, and motivated people. For some people it's tough to rise to the top and for some people it comes much easier. It's not always about hard work! One might ask for a map to the yellow brick road, but few people are ever provided with it. Most people are stuck in an ocean making calculated guesses as to how they can reach land. Which route is the best? How much school is enough? How many certificates of accreditation is enough? How much work experience is enough? All of us ask these questions attempting to navigate our ships in a competitive world were only a few individuals ever get to their targeted career position. How many of those in leadership positions are women?

“The wage gap has narrowed by more than one-third since 1960”(Hegewisch, 2010) and “the share of companies with female CEOs increased more than six-fold” (Warner, 2014) since 1997. As well as the truth that men and women’s earnings differ for many other reasons besides the presence of sexism. “Discrimination in labor market, in education/retiring programs, unequal societal norms at home and the constrained decisions men and women make about work and home issues” (Hegewisch, 2010) are also factors that can contribute to the unequal treatment of man and women in the workplace. Yet even with most of these variables removed women are still being paid less than men, sexually harassed in the workplace and hold very little managerial positions.