Summary: Miss Representation

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.

The “glass ceiling” has made it difficult or impossible for women to rise in the ranks. The further women progress in the workforce, the closer they are to shattering it. The glass ceiling is a term that has seen a lot of widespread use in the mass media that has caused the true meaning of the glass ceiling has been skewed. Women in the glass ceiling are in the top of middle management and they are stopping and getting stuck. Hillary Clinton’s campaign for president was arguably one of the biggest attempts in history on breaking it; “Although we were not able to shatter that highest and hardest glass ceiling this time, thanks to you it has 18 million cracks in it, and the light is shining through like never before, filling us all with the hope and the sure knowledge that the path will be a little easier next time, and we are going to keep working to make it so, today keep with me and stand for me, we still have so much to do together, we made history, and let's make some more” (Quote). Just within under thirty years, women made tremendous progress in the number of women members on corporate boards. “The conservative feminist organization, Independent Women's Forum, points out that in 1973, 11% of corporate boards had one or more women members, and that in 1998, 72% of corporate boards had one or more women members” (Glass Ceiling). There is still progress to be made. Women need

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

Women until the approximate last eighty hundred years have been seen as meek, soft, and only able to handle the domestic needs of the family home. Even when the women were taking care of the family home, the children, and at times the family business, they were still deemed second-class citizens unable to have a voice in politics, family, and basic life needs. Luckily, with time, consistency, and the support of men and women of all nationalities, we all have earned the privilege of making choices for ourselves equally while being able to use our own voice. All of the struggles and sacrifices paved the way for leaders both male and female, black or white that previously would not have been allowed to have a voice, but now have changed the world in way never thought possible.

While women make up 46.6% of the Fortune 500 workforce and 51.4% of middle management, according to Catalyst, in these companies they represent only 14.1% of executive officers, 7.5% of the highest paid and only 4% of CEO’s Despite the fact that women have a foot in the door with 4% of all CEO positions of the Fortune 500, the rest of their frame is stuck in the entry level, which is 46.6% of the Fortune 500 workforce. The difference is not in men and women; it is in masculine vs. feminine ways of thinking and acting. Both men and women incorporate masculine and feminine approaches (Forbes).

America has made great progress in the amount of women in office and who go out to vote. The article explains this by going over the statistics and the overall political culture for women of the '70s until the early 2000s. While there has been improvement, there is still a huge gap between the number of men and women in our political field. And even when women get into a political seat, their chance at moving up to a top position is slim because of the covert discrimination that is still present in our political system. The author lists four aspects of American life that continue to limit women 's leadership, including the sexual division of domestic labor and the persistence of sex role expectations. A study was conducted on those who

Everyday millions of people are inundated with media messages. Oftentimes, these messages have sexual undertones that are subconsciously fed to consumers. These media messages influence how men and women view each other and themselves. In the chapter, “Women as Political Participants,” Han discusses the various elements that influenced women in the political arena. During election season, Democratic and Republican parties vie for the women’s vote. This is often done through appealing to “soccer moms, college moms, or having a woman run as a possible candidate. Another concern is that the US has the lowest rate of voter turnout compared to other countries. Although voting is a right and duty of all American citizens, most don’t due to social, cultural, or economic barriers. The degree to which women participate in politics depends on how they were socialized in their youths. Serval agents of

For-most, the title of the film “Miss Representation” conveys that the film will relate to the distortion of a being or an object. The trailer initiates by citing staggering data. My attention was drawn to the statistics revealed on the percentage of people that are on their cell phones, watching TV, or spending time on social media, individuals in the United States lives are consumed by the media 10.45 hours on average a day. As the video continued, I noticed what was being presented were clips of women dressed in minimal clothing and having cat fights; there were clips of movies, television shows, ads, and interviews. Later, kids were displayed using electronic devices to play violent games. Following, were newscasts individuals giving their

I found the Miss Representation documentary took a feminist approach in analyzing media representations of women (e.g.: in Hollywood, Reality TV, and magazines). There was also plenty of discussion on how women are limited in positions of power (especially in politics), due to sexist representations and ideologies. I believe the film was arguing that feminism is still needed (and that we are not in a state of post-feminism). For example, I found the social media campaigns at the end of the film to be promoting feminism.

Miss representation, a documentary film produced by Jennifer Siebel Newsom and based on sexism in American society and the media, is outlined to inform the audience about the problems women face in the media field. This documentary film paints an ungrateful appreciation towards women who give their time and devotion to the media industry. As the documentary film “Miss Representation” discusses various issues of gender inequality such as the lack of women in the political field which impacts women in the media drastically. The documentary “Miss Representation” elucidates how Jennifer Siebel Newsom the producer persuades the audience to surmise how

In a news article done by USA Today, written by Nathan Bomey, the article shows that women in the top levels of corporate employment, referred to as the C-suite in the article, only an astonishing 19 percent are women. These are jobs like CEOs and Chief Financial Officers, which has men as a solid 81% of C-suite jobs. This means that women are largely misrepresented in these large corporate occupations. The reason men dominate these jobs may have to do with these men already being in these high positions. You often hear of these men focusing on promoting just men, instead of focusing on job qualification. Now, there are certain jobs that for biological or mentality reasons specific genders are more capable of performing more preferably in their lines of work, but I do not see how this applies to big business occupation. A way we can fix this is to promote women more often to make them better represented in large companies. This can prove to be rather difficult, as we don’t control companies, but if we work hard, men and women can be equally represented in

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).

Why are there just men and a low percentage of women work in the science, engineer and technology industry? Why most of the jobs for women are the low wage jobs? Why in the job description which might suitable for women but more men are hired than women? Why do women have less confident on achieving a higher position in management’s board? Thus, gender diversity is not the abnormal topic these days. Gender diversity has largely been conceptualized and research in many countries. This is the issue not only in society but especially in the workplace. Despite, there are many initiatives such as from organizations through voluntary approaches, or from the government through legislation or regulation to encourage the gender diversity in the business world. The fact that the proportion of women in chief executives is only 17% in Australia in 2015 but in some industries, the percentage is extremely deplorable. There are significant disadvantages for women in the workplace. The biggest barrier to women in top management levels is most of the members of corporate boards are male and they tend to select male rather than female at promotion time. Many debates showed that the glass ceiling is still an invisible barrier to prevent women to develop or promote their career. Some argued that whether the pendulum has swung too far towards to female equality and leads to the new

Historically, women have faced more barriers compared to men when it comes to leadership and participation in the economy: disparities in income levels, unequal advancement chances and uneven representation in decision-making. Statistically, 50.8 % of US population are women who hold about 52% of professional jobs, but despite this fact, American women, just like other women across the globe, lag considerably behind men in leadership positions (Corley & Warner, 2017). According to Rockefeller Foundation 2017, only 6% of women are CEOs at 500 Fortune Companies in the world. According to this topic, my potential question for future research is how many women are

Despite research showing that women are hired at nearly the same rate as men, there is a significant lack of representation of female executives in corporate America. According to Kratz (2014), 56% of companies of S&P 100 companies have no women in their highest paid senior executive positions and women make up only 19% of director positions. In fact, in the S&P 100, only 8% of the highest paid senior executive positions are held by women. The statistics are alarming, yet two high-profile technology companies, Yahoo.com and Hewlett Packard, have two women in the Chief Executive Officer position, Meg Whitman and Marissa Meyar. Both Ms. Whitman and Ms. Meyar inherited prominent positions and both have had to lead significant business transformations at their respective companies under intense scrutiny and the public-eye.