The Glass Ceiling And Gender Analysis

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The Glass Ceiling is the title given to an invisible barrier that is meant to limit women from succeeding in top level jobs. They only judge based on their gender and do not take into account women’s education, experience, or job related skills. Some argue that the only people who have put a limit to how far women can succeed in their career, are women themselves, but the Glass Ceiling and gender discrimination in the workforce does exist and is a major problem that needs to be addressed. Topics such as equal pay, discrimination, harassment, and misconceptions all play a part in the limiting barrier placed over women in the working world. It not only puts a limit on what women can achieve in their future profession, but also affects their…show more content…
Even so, the percentage of women who decided to join the work force increased from 43-60%. “In fact because of the Great Recession in 2008-2009” impacted the male-dominated industries the most, but it helped the acceleration towards gender equality (Conley, Dalton, 2013). Now there are approximately the same amount of women and men working in the labor force. Actually for a brief time, women even exceeded men due to this economic crisis. Even though the US passed title VII of the 1964 civil rights act, “which declared it unlawful for employers to discriminate on the basis of a person's race, nationality, creed, or sex”, women faced harder predicaments that they had to push through. Women have to deal with hard situations like harassment, “a legal form of discrimination”, with things like dirty jokes, and sexual haggle, where they are threatened to provide sexual favors or in turn would receive punishment (Conley, Dalton, 2013). Even nearly 40 years after the Equal Pay Act (1963) was passed, discrepancy between women and men flourish in the working world. There was a study performed by the general accounting office in 2003 which found that women earned 79.7% of what men were earning. As such, if we were to compare this finding to the findings in 1983 when women earned 80.3% we can clearly see that this wage gap is in no way diminishing (Alkadry, M.G., & Tower, L.E., 1). There have been attempts to rectify and fight the unequal pay based on gender inequality through “legislation, regulation, and litigation” (Alkadry, M.G., & Tower, L.E., 1). The Equal Pay Act was based off of the Equal Employment Opportunity Commission (EEOC) and the process of rectification depends greatly on trying to enforce these two lawsuits. Unfortunately despite many years of “equal
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