Leaky Pipeline Research

Women are obtaining more then half of the bachelor degrees earned in America but that has not limited the earning and abilities of the working class man. Phyllis Rosser’s, Too Many Women in College? (2005) is used to expose the still continuing gender issues in higher education. It exposes the issue that yes, there are more women then men in undergrad and master’s programs but men are still outnumbering women in doctoral programs as well as higher paying fields of study (engineering, computer science, business). Still regardless of education women will still face the income gap. Comparing Lee’s and Shaw’s conclusion to the study by Investing in Futures Public Higher Education in America, Women in Higher Education both sources have come to the conclusion that women make up over half of students enrolled in undergrad and their is an uneven representation of women in math and science based degree programs. Janet Lee’s and Susan M. Shaw’s, Women’s Voices Feminist Visions Classic and Contemporary Readings is an accredited and well developed source that highlights the development of women’s

Men can do things that need a lot of handy dangerous work such as building houses, establishing electricity, and lifting furniture. A small part of women can do the things that men can, but not everyone. In an article “Why Men Still Get More Promotions Than Women”, the writer named Herminia Ibarra said that “Our interviews and surveys alike suggest that high-potential women are over mentored and under sponsored on their male peers—and that they are not advancing in their organizations. Furthermore, without sponsorship, women not only are less likely than men to be appointed to top roles but may also be more reluctant to go for them.” If we’re so different from each other, why is it that women must be good at everything when men don’t. I believe that’s why intelligence is dependent on people’s

Findings and Conclusion: This research shows that women are still unrepresented in top management globally. The difference in performance of the companies in the same country and same industry implies that diversity serves a competitive differentiator. Certain companies focus on gender diversity and others focus on ethnic and racial diversity but no company in the top quartile focus on both. Companies which have greater diversity are able to attract top talent, improve internal and external customer satisfaction, improve decision making and hence improve

In today's world women are perceived in the workforce as either less qualified or arrogant uptight. "Approximately 40 percent of students in elite business schools are female, and it is particularly difficult for them to move up the career ladder. A study by the nonprofit organization Catalyst in 60 U.S. top companies indicates that among 500 directors there is not a single woman" (Sinitsa). From an article "Man's world refuses to take women seriously, even in 21st century" we are shown that more than Half of the female talent is are wasted. To allow the female population to grow will be beneficial that will slow the society to grow an advance. Women can be a perfect candidate in the workforce just as well as any

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).

It is easy to make a case to pass legislation for a quota for women on corporate boards. There is statistical data showing a difference in pay between men and women. Women often hit a ‘glass-ceiling’ when it comes to promotions in the workplace; and even when they are able to progress, it is often more difficult than men. Women lack a female mentor in the workplace to sponsor them because women who are in a position of power are afraid of losing that position. According to the text, “women who have achieved positions of power in male-dominated environments may fear competition from other women and actively work to undermine them” (Allard & Harvey, 2015). Lastly, on a global scale, four prominent countries (Norway, Finland, France, and Italy) have already passed legislation involving quotas for women in corporate positions (Allard & Harvey, 2015).

Imagine living in a third world country with overcrowded houses and no job. That is how, “about 22% of our country’s 5.2 million Native Americans live” (A Program of Partnership With Native Americans). Right now Native American people take up about 2% of all land in North America, most of it being around the area of North and South Dakota. Over the past week there have been protests over the insertion of an oil pipeline through the Native American people, mainly the Standing Rock tribe’s, sacred land. This new pipeline would, “threaten water supplies for the Standing Rock Sioux and millions of others downstream, and its route would destroy tribal burial grounds and sacred cultural land” (Healy). Many of the Native American people, along

Global diminishing energy resources and climate change are a growing issue. Every year there are more than 250 pipeline spills which contain hazardous liquid including tar sands. Tar sands are the leading cause of Canada’s global greenhouse emissions. TransCanada corp. is planning to repurpose a 40 year old pipeline, called Energy East, that runs from Saskatchewan to Ontario and attach a new pipeline that runs through Quebec to Saint John, New Brunswick. The problem with this idea is that the original pipeline they plan to repurpose is made in a way that would not be used today as the material that the pipe is made of is too thin which could result in spill. Oil spills are incredibly difficult to clean up because a diluted bitumen known as

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.

In Anuja Yadav’s article, “Glass Ceiling- Myth or Reality”, Yadav motivates citizens to real the glass ceiling is not all factual. While traditional thinking says women stay home to do house work and raise the children, times have changed. Yadav explains there are some inequalities such as the gender pay gap that still need to be changed. Most of the glass ceiling is mental, we have to believe and aspire to receive the promotion and executive positions. There is not many women on the list of most powerful, but it might be because there is a common belief that women exel in gender specific careers. Yadav explains the glass ceiling in a different way, Yadav shows them as barriers that we are able to overcome if we choose to.

This work attempts to look into the reasons that could lead to this state of affairs. First of all it is women who have instilled it among themselves that they do not have the potential for certain career opportunities. Few have

As stated earlier, gender difference plays a great factor in social exclusion. Women are easily excluded when talking about career opportunities as career expectations have been “given” already.

The term glass ceiling was coined more than twenty years ago by the Wall Street Journal to describe the barriers that women face at workplace. The word ‘ceiling’ suggest that women are blocked from advancing their career while the term ‘glass’ is used because the ceiling does not always visible. Women might work as hard as men do but they only earn about seventy-five per-cent of the men’s income though they might be of the same seniority, experience as well as education level. The earning differential is due to the traditional responsibility for family and childcare tasks assigned by the society towards women. This is because the society still assumes the high-paying professions as masculine and feminine women could not fit the requirements of holding the position and they better do a more nurturing job. This typical thinking causes men to be numerically dominant in almost all area like in key global and national decision-making position such as international organisations, governments, and as well as the board of CEOs and directors of private enterprises. As an example, rarely are women seen to sit in the parliament seat or hold the superior position in a government party. Take the case of our own Datuk Ng Yen Yen who did not succeed in her bid for the MCA’s vice presidency in October 2008. She challenged the tradition within the male-dominated party but then her failure indicates the hesitance of the

Also, women do experience a strong gender bias when being considered for promotions on both their level of performance as well as their potential impact. Moreover, unfortunate assumptions are sometimes made about women’s ambitions and abilities. Research has shown that women do not excel sufficiently in their career due to assumptions about their ambitions such as them having less ambition and a lesser commitment due to family responsibility. Yet, in reality women and men hardly differ in their ambitions. Furthermore, women struggle with so-called second generation gender biases, which are “powerful yet often invisible barriers to women’s advancement that arise from cultural beliefs about gender, as well as workplace structures, practices, and patterns of interactions that inadvertently favour men”. (Patel, G., 2013, pp. 10)

Even though numbers are slowly rising in the United States, there are still more men in executive positions than women. According to one survey, female workers only made up 43% of legislators, senior managers, and senior officials whereas male workers made up 57%. In congress, congresswomen make up only 17% of representation compared to congressmen making up 83% (Ferrante, 2011, p. 312). Gender stratification is one explanation for the tremendous gap. Ferrante (2011) describes gender stratification as the unequal distribution of opportunities and resources amongst male and female employees. (p. 311) For example, male workers have an increased opportunity to receive a promotion than a female worker. According to Tinsley (2013), women are more likely to receive executive positions when a company is doing well, rather than when a company is suffering. Some companies stereotype that women workers will leave the workforce soon to bear children, limiting their chances of achieving executive status (Ferrante, 2011, p. 316).