The Glass Ceiling: An Analysis

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Glass Ceiling Of course there are barriers to women's advancement in the firm I am discussing. There always have been, and, without significant social structure changes, there will always be significant barriers to women advancing in firms of any sort. Even in female-dominated industries, upper management is disproportionately male. This is particularly true if one examines women as a group, rather than looking at individual women, because individual women can, and do, defy gender stereotypes and gender normative behavior in a wide variety of contexts. However, this does not necessarily mean that there is overt gender-based discrimination going on in those locations. Instead, it often reflects the acceptance and normalizing of gender-based stereotypes that pervade society, as a whole. Childrearing and family responsibilities have a clear negative impact on a woman's earning potential. "At age 30, college-educated women are likely to start having children. Not coincidentally, that's also when women's earnings growth starts to slow. Meanwhile, men's earnings growth remains about steady. By the time women reach age 39, their wage growth pretty much stops altogether. The typical female, college-educated, full-time worker at age 39 earns about $60,000 the same amount received by female, college-educated, full-time workers at age 50, 60 and beyond" (Rampell, 2012). Men continue to earn raises until about age 48. While there are methodological issues with the statistics
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