Women Should Be Treated Equally as Men

Women are considered a minority group, because they do not share the same power, privileges, rights, and opportunities as men. The term "glass ceiling" refers to institutional barriers that prevent minorities and women from advancing beyond a certain point in the corporate world, despite their qualifications and successes. The existence of a glass ceiling indicates that women, even today, do not enjoy the same economic opportunities as men. Throughout the past two centuries, there is a recurring pattern of unequal economic rights for women as well as discrimination. These actions that burden women bring on a psychological effect such as oppression. The constant battle women face with an unequal economic opportunity contributes to their feeling

One of the reasons might be because employers, believe that men are better in leadership

Meaning women have additional problematic issue then man. For example in education women face more obstacles as faculty rather when in manager and directors in corporate America. Even though there been great progress in the workplace, most jobs are segregated by sexes. There is wag gaps, the average women have to work roughly 4 months extra every year to make the same wage as man. For example, when the educational attainment increases the gender pay decreases for women no matter what levels of education than men. In other words, women earn 77cents for every dollar man earn and put in their pocket (Benokraitis, 2010, p.160-161). Discrimination where both woman and man share in the workplace is the glass ceiling and glass escalator. The glass ceiling being, “women efforts to scale organizational and professional hierarchies but cant because they are constrained by invisible barriers to promotion in their careers, caused mainly by sexist attitudes of men in the highest position” Similarly, men that choose to go into position like nurse and librarians encounter the glass escalator mostly vituperative criticism from the public when they are in the most female-identified specialties” “Therefore man are pressured to move out of the most female-identified areas, and up to those regarded as more legitimate and prestigious for men” (Williams, 1992, p.

Meanwhile, the segregation of jobs by gender and other factors affect pay equity. A term used back in the 1980’s as a metaphor for the invisible and artificial barriers that blocked women and minorities from advancing up the corporate ladder to management and executive positions is called the glass ceiling (Hill, 2013). Louisville Women’s Careers Examiner argues “ Glass ceilings are still found in the workplaces, not only in the discrimination of pay scales, but also marked by sexual harassment, exploitation at work and as a feeling of insecurity in women due to conduct of the opposite sex” (Hill, 2013, p.33). Societal barriers that women tend to face are prejudice and bias, cultural, opportunity and attainment, gender, and color-based differences. Moreover, several other barriers women run into are governmental, business structural and internal businesses all of which have ramifications on their chances of success.

The “Glass Ceiling” is known as an invisible barrier that stops someone from gaining more success. In this case it deals with women in the workplace, not being able to move up in a company. Even though no one knows who started the phrase, “A widely read Wall Street Journal story in 1986 popularized the term”(Napikoski). The “Glass Ceiling” has played a big role in women not being able to be

The Glass Ceiling theory explains how a woman may never make it to the top of their profession when compared to a man who may also want to advance. The term “Glass Ceiling”

Glass ceiling is considered as a barrier in which you can see the level of advancement, but you cannot reach it sadly. That is based of prejudice, ethnicity, religious or sex. The last one which is sex is the one that interests us the most. Women are being affected by glass ceiling.

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

They believe they will let their emotions get the best of them in the decisions they make when it comes to leading a huge money making business. They feel women are less risk takers and in the business world it’s all about taking risks. Even though this can bring about new ideas and much more stability for workers as a whole. The individuals sitting upon the board of shareholders look towards making the fast money, so they believe women won’t lead them to that goal. The main objective for corporations is to make financial gains and increase net worth. She stated, “Weak, emotional, hysterical, gullible, dependent, and poor at math are a few of the common negative stereotypes about women so corporate CEO’s are reluctant to place a female in a seat of great power within a company. Gender stereotypes are hard to break, and like it or not, we are all prone to engaging in stereotyping at one time or another. As a society, we need to continue to encourage people to go beyond stereotypes and recognize the contributions that each individual, male or female, can make to the workplace (Galarza,

Indeed the glass ceiling does exist. A clear indication of its existence can be seen by the lack of women in top management positions. Very few women achieve the C-suite status, which is the highest-level executive in senior management with positions. They differentiate from other management positions by starting with the word chief. Furthermore according to Statistics Canada (Statistic Canada, Labour Force Survey, 2013) – only a mere 7% of women hold management, but only 3 % of women attain positions like Chief Executive Officer (CEO), Chief Operations Officer (COO) or Chief executive Officer (CFO), compared to 6 percent of men. According to an “analysis by the Conference Board of

This myth has been perpetuated throughout history and in result; we have barriers such as the glass ceiling in existence. If we were to pull up a list of the Board of Directors for any given company, the probability of it being a predominately male group is high. This notion alone shows how companies have continued to dwell in olds days where men are considered more capable than women. The Glass ceiling effect has continued to place barriers against women endeavor in achieving success in their careers and participation in their work place. Women have not been able to realize their potential in their work places since they are not offered equal chances as compared to their men counterparts who enjoy great opportunities in organizations. The fact that an organization is ran by men, may cause an adverse effect on the performance of men. Obviously, a man thinks differently than a woman. It is likely that a decision made by men only is likely to ignore the interests of women in the organization. This creates a domino effect because it affects the woman’s performance in business since they only get limited chances to learn, and limited job assignments that will enhance their skills. Hence, low or limited skills and experience will lower their overall

According to the text book, the glass ceiling is a circumstance resembling an invisible barrier that keeps most women and minorities from attaining the top jobs in organizations regardless of their qualifications or achievements. For many years, men (white) have been "perceived as balanced individuals who are capable of making the right decisions and leading an organization toward success". However, women have been "perceived as emotional" beings and "less capable" of making sound decisions in the workforce. Society knows that women are nurturing by nature and prefer to raise their children at home. To compete in a professional environment with the opposite sex is like a lose-lose effect. For example, a single women with children who have more experience and education compete with a single white male for an executive position will be excluded because she is a female that have children, and may need time off from work in the future because of her children's needs (appointments, school conferences, sick child, and etc…). Unfortunately, women as well as minorties have

Glass ceiling in the United States today is not commonly practice in the workplace or businesses because there is a labor law that simplify and protect the needs of each workers. Also, there is a female that can works a male jobs and there is male that can works as female jobs. For example, in the hospital, there are

The glass ceiling is responsible for women and minorities not being able to achieve what they are capable of. A glass ceiling is an invisible barrier. For many of the years, women were not put in jobs that require top executives such as management and that is why many of them have not accumulated the

This power issue between men and women takes a major role in today's workforce. All legitimate companies make it clear that they are all equal opportunity employers. Sure, they can all say it, but that doesn't make it necessarily true. And let's say that they do hire an equal amount of men and women based on personal merit, what happens inside the corporation. Are all the cards evenly dealt? I highly doubt that possibility. Here in lies the problem we've all come to call the "glass-ceiling barrier". It's basically explained as an invisible barrier that prevents women from rising to positions of power. But why is it invisible? We all know that it's there, but there's nothing in the rule book that clearly states the existence of such a barrier.