The goal on gender equality and impact of gender discrimination varies from country to country, depending on the social, cultural and economic contexts. Anti-discrimination laws have performed a critical role in expanding work place opportunities for women, yet they are still denied full equality in the workplace. Even though they can now secure powerful professional, academic and corporate positions once reserved for men, the ever present glass ceiling still deters the advancement of large segment of the female workforce (Gregory, 2003). Interest in the careers of females remained strong among both scholars and practitioners. Women have made considerable progress in entering the managerial ranks also but not at the highest levels. However, the promotion of women who hold top management positions increased only slightly during the last decade (U.S. Department of Labor, 1992). Shrinking gender differences between men and women in job related skills and aspirations may not reduce employer discrimination that is rooted in the belief that women’s emotions prevent them from managing effectively (Kanter, 1977). Stumpf and London (1981) identified criteria that are commonly used when decisions are made about management promotions. The specified job-irrelevant criteria, such as gender, race and appearance, and job-relevant criteria, such as related work experience, being a current member of the organization offering the position, past performance, education and seniority.. The central question is whether the hiring, development, and promotion practices of employers that discriminated against women in the past have been remedied or continue in more subtle forms to impede women’s advancement up in the hierarchy The term glass ceiling, fi... ... middle of paper ... ... been appointed to look into the laws discriminatory to women at workplace. 5 percent of jobs have been embarked for women in all government and government-controlled organizations. (Bhutto, 1995) The glass ceiling in the corporate world that deprives women of top jobs exists in all fields in Pakistan soon after its liberation, 1947. A research project was undertaken on behalf of the United Nations Development Programme some time ago to explore the existence and magnitude of the glass ceiling effect in Pakistani organizations. Two organizations, both in the service sector, were selected for the purpose. Special scales were designed and perfected to measure the effect. Using these measures it was revealed that the glass ceiling effect did operate in both the organizations although more so in one than the other. So it is not a mere apprehension (Hashmi, 2004).
1. Finn, Lisa. "Female Discrimination in the Workplace." Editorial. Global Post-America's World News Site. N.p., 2005. Web. 17 Mar. 2014. .
Unfortunately, even today, women are still trying to prove themselves equal to men in many ways. The “glass ceiling” is perhaps one of the most familiar and evocative metaphors to surface from the 20th century. This expression has been used widely in the popular media as well as in official government reports. The image suggest that although it may be the case now that women are able to get through the front door professional hierarchies, at some point they hit an invisible barrier that blocks any further upward movement. “Below this barrier, women are able to get promoted; beyond this barrier, they are not”. Such a situation can be considered a limiting case for a more general phenomenon: situations in which the disadvantages women face relative to men strengthen as they move up executive hierarches. “Traditional approaches to recruitment, organization and job design, performance management and promotions are often designed in ways that are more suited to men than to women. This is what creates the glass ceiling”. Beyond the limit of job titles, the glass ceiling also creates a pay difference between men and women performing the same work requirements.
In February 2015, Ellen Pao’s lawsuit against Kleiner Perkins, a venture capital firm, for gender discrimination went on trial. Pao alleged that she had been treated unfairly by her ex-bosses and passed on numerous times for promotion in favor of her male counterparts. While Pao did not win her lawsuit, the trial brought back to light the problem of gender discrimination and of the glass ceiling in corporate America. Since women started to enter the workforce, there always have been barriers and obstacles that prevented them from reaching the higher ranks on the corporate ladder. Public recognition that there was indeed a problem of discrimination helped giving women assurance
The "glass ceiling" has held women back from certain positions and opportunities in the workplace. Women are stereotyped as part-time, lower-grade workers with limited opportunities for training and advancement because of this "glass ceiling". How have women managed their careers when confronted by this glass ceiling? It has been difficult; American women have struggled for their role in society since 1848. Women’s roles have changed significantly throughout the past centuries because of their willingness and persistence. Women have contributed to the change pace of their role in the workplace by showing motivation and perseverance.
Sex Discrimination in the American Workplace: Still a Fact of Life. (2000, July 01). Retrieved from National Women's Law Center : www.nwlc.org
While women were able to gain access to this highly male dominated profession, and in some cases they outnumber their male counterparts, researchers agree that women are still facing discriminatory barriers. While discrimination is more subtle nowadays compared to the blatant and stupid style of the recent past (Adcock, 2006) women are still experiencing discrimination which is preventing them from receiving equal pay, thus hindering their progress and altering their career paths. They still face an array of barriers to achieving equality in their careers, including the allocation of work, opportunities for advancement, income differentials...
The glass ceiling has been defined as “an invisible barrier analogous to subtle male discrimination, which was as hard to pin down as it was effective in limiting women.”(Steiner 666) While overt discrimination has decreased due to the consequences of legal actions, subtle discrimination on the other hand is still common business practice in many organizations. Case studies have shown that subtle discrimination is based on establishing invisible barriers, which prevent high performing women from reaching their potential. The following factors contribute to the strength of the glass ceiling and prevent it from shattering. The first constraint has been described as “gender based assumptions about careers and aspirations.” (McCracken 160) The second hurdle limits the advancement opportunities for high performing and ambitious women. Finally, the absence of formal and informal leadership development and networking possibilities exacerbate the inequality.
But, many studies have shown that women earn only 77 cents for every dollar men earn, resulting in the glass ceiling concept (Barreto, Ryan. Schmitt 2009). As introduced in the 1980s, the glass ceiling concept is a metaphoric phrase defined as an invisible barrier that many women tend to hit, resulting in a obstacle to a higher advancement within any profession, which many women have to face today. The goal of the Equal Pay Act of 1963 was to eliminate discrimination against any specific gender, including the gender pay gap. This was supposed to set an equal amount of pay for both genders but has yet still failed to do so. Many women tend to hit the glass ceiling due to a difference in pay, less experience, and a lack of value than most men have towards women in the workplace. Once women get to a certain point in their profession, it been acknowledged that many tend to feel the weight of being able to succeed and handle a position of leadership. Men are notably considered as “more competent and better leaders than women.” This especially is seen when women work in more male-dominated jobs, as they hit the glass ceiling sooner which prevents them from climbing the ladder into higher ranked jobs (Williams 2013). According to a study, women are beginning to gain higher positions in their profession, but they still only account for 15 percent of the higher corporate ladder within America. In Latin America, there has been significant progress, as the gender pay gap has been close. This is a goal we must work towards in America, if we want to equality for all within the workplace. We must implement stricter laws, such as creating a policy that provides that both men and women are paid equally for same
Women face discrimination in the workplace. Nowadays, the gender inequality is a main problem in the workplace and society. It has been proved that working women earn less than men due to discrimination of class, race, and culture. Women should have the same opportunities as men. In fact, working women tend to be poorer, unhealthier, and less secure. It is important to stop all forms of discrimination against women and girl children and create more programs to help the affected victims.
Gregory, Raymond F. Women and Workplace Discrimination: Overcoming Barriers to Gender Equality. N.p.: n.p., n.d. Print.
For many decades, women have faced inequalities in the workforce. At one point, they were not allowed to work at all. Although women's rights have improved and are now able to work alongside men, they are still treated unfairly. According to the 2012 U.S. Census, women’s earnings were “76.5 percent of men’s” (1). In 2012, men, on average, earned $47,398 and women earned only $35,791. This is when comparing employees where both gender spend the same amount of time working. Not only do women encounter unfairness in work pay, they also face a “glass ceiling” on a promotional basis. This glass ceiling is a “promotion barrier that prevents woman’s upward ability” (2). For example, if a woman is able to enter a job traditionally for men, she will still not receive the same pay or experience the same increase in occupational ability. Gender typing plays a huge role in the workplace. It is the idea that women tend to hold jobs that are low paid with low status. Women are not highly considered in leadership positions because of social construction of gender. Society has given women the role of “caretakers” and sensitive individuals. Therefore, women are not depicted as authoritative figures, which is apparent with the absence of women in leadership roles in companies. Furthermore, sex segregation leads to occupations with either the emphasis of women in a certain job or men in a certain job. In 2009, occupations with the highest proportion of women included “secretary, child care worker, hair dresser, cashier, bookkeeper, etc.” (3). Male workers typically held job positions as construction workers, truck drivers, taxi drivers, etc. (3). Sex segregation represents inequality because the gender composition for these jobs depends on what ...
Also, the majority of women have been able to secure employment from traditionally female occupations such as teaching compared to male-dominated careers like engineering. Moreover, democratic country like the United States of America has recognized gender inequality as a fundamental issue and espouse equal right between men and women in contributing to social, economic and cultural life. Despite this improvement, gender inequality persists as women are not represented and treated equally in the workplace (Michialidis, Morphitou, & Theophylatou, 2012). The increasing number of women in the workplace has not provided equal opportunity for career advancement for females due to the way women are treated in an organization and the society. Also, attaining an executive position seem impossible for women due to the glass ceiling effects which defines the invisible and artificial barrier created by attitudinal and organizational prejudices, which inhibit women from attaining top executive positions (Wirth
Female inequality in workplace is one of the harmful aspect that is afflicting the entire
Gender stratification limits women’s achievement in their lives. In term of jobs, women continue to enter a narrow passage of occupations range. Compared to men, women often face greater handicap in seeking job because the higher income and prestigious jobs are more likely held by men. In the workplace institution, men are also prior to a faster promotion. There is a case where women were allowed to get promoted to a more advance posi...
It can be concluded that women are treated in terms of stereotyped impressions of being the lowest class and greater evidence can be found that there are large disparities between the women and the men 's class. It can be seen that women are more likely to play casual roles as they are most likely to take seasonal and part time work so that they can work according to their needs. They are hampered from progressing upward into the organizations as they face problems like lack of health insurance, sexual harassments, lower wage rates, gender biases and attitudes of negative behavior. However, this wouldn’t have hampered the participation of the women in the work force and they continue to increase their efforts which is highly evident in the occupational and job ratios of females in the industry.