Female Executives

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Women occupy a significant and growing proportion of entry and mid-level managerial positions, nevertheless women have been stymied in their entrance to top level positions, accounting for less than five percent of women holding executive positions. The lack of progress can be attributed to the glass ceiling, an invisible barrier to advancement based on attitude or organizational bias. Increasingly, individuals in many organizations are recognizing the importance of shattering the glass ceiling and removing barriers that prevent women from utilizing their full potential. Dismantling the glass ceiling requires these key pieces of information: First, it is critical to understand the barriers women face in their advancement. Second, it is instructive to understand the career strategies used by women who successfully overcome the barriers to advancement. Finally, it is vital that corporate leaders have an accurate and complete understanding of the barriers and organizational climate faced by their female employees.

Women currently constitute nearly half of the U.S. labor force, and occupy a significant and growing proportion of entry and mid-level managerial positions. In 1972 women held 17 percent of managerial positions and this proportion swelled to 42.7 percent in 1995. Although women are flooding the managerial pipeline, they have been stymied in their entrance to top-level positions. Currently, less than five percent of executive positions are held by women. Of greater concern is the lack of progress on this front. The proportion of top level positions in Fortune 1000 companies held by women increased from 5 percent in 1979 to only 2.9 percent in 1989, and only four of the Fortune 1000 CEO positions are held by women. A 199...

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... strategies for changes in management. Since the initiative was inaugurated, the number of U.S. based P&G women at the General Manager/Vice President level has more than tripled to 18 in 1997 from 5 in 1992. Also, by 1997 women accounted for 31 percent of the Vice President/Senior Management positions in the line organization.

The most important factor in successfully bridging the gender gap is to raise the consciousness of chief executive officers and other senior officers slated for those top positions. In fact, this intervention may be the key underlying factor behind effective implementation of all of the other interventions listed above. Effective implementation requires top management commitment. Organizations need the support and guidance of top management if women are to break through the glass ceiling. For this to occur the gender gap must be bridged.

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