Gender In The Workplace-Glass Ceiling

In the United States, study after study continues to show that women have fewer opportunities to advance in the workplace than men. These disadvantages are a result of society’s views of women in leadership positions and how women may view themselves in these roles. Women have been making progress in terms of equality in pay and job positions, but significant gaps remain. Women who strive to be promoted into higher levels of responsibility in their companies often meet resistance that prevents them from achieving the goal of a senior or executive level of management. This barrier is referred to as the “glass ceiling” and it is a controversial issue in our country today. The glass ceiling called this because women are able to see the higher level positions, but can reach them because of an intangible barrier. One can look at the Fortune 500 companies, which are the most successful companies in the U.S. in terms of revenue to see how few women are in leadership positions. Clearly, women are significantly underrepresented in these companies, as less than 5 percent of these companies have female chief executive officers (CEO) today (Dockterman 105). Providing the opportunity for women to move into management positions, like CEOs, would bring a unique talent and a new perspective on how the company can operate to perform better (Buckalew 147). The “glass ceiling” is a real obstacle that creates an intangible barrier that puts women at a disadvantage in advancing in a company.

Sexism against women in the workplace is still common, particularly in managerial positions, which creates glass ceilings for women who can do as good or better job as their male counterparts. It is a sad fact that sexism still exists in the twenty-first century. What is the glass ceiling you may ask? The glass ceiling is (Bell, Mclaughlin, & Sequeira, 2002) as “the invisible or artificial barriers that prevent women (and people of colour) from advancing past a certain level” (Federal Glass Ceiling Commission-FGCC, 1997; Morison and von Glinow, 1990). As a civilization where we want equality for all – we should strive to eliminate inequality caused by the glass ceiling. I believe that if we do not seek to eliminate sexism, it will have a negative impact on us and future generations.

When referring to the glass ceiling it evolves invisible barriers that women have encountered climbing the corporate ladder. A growing number of women have started to infiltrate the workforce over the last few decades because aspirations, just like men, to accomplish great things. Although, senior management position are available some women choose a work/life balance (Sabharwal, 2015, p. 407). Hillary Clinton has just cracked the glass ceiling through the democratic nomination for President of the United State, the highest position in the country. Although, unsuccessful, young girls witness history and it demonstrated dreams are possible. Cook and Glass (2014, p. 91) will examine three institutional-level theories: the glass cliff, decision-maker diversity, and the saviour

A sample is a group of people chosen from a population to embody the population in the experiment, whereas a population is the complete group of the people that pertain to the research subject (Gravetter & Wallnau, 2014). An example of this would be if a researcher was doing a study on children with no siblings in Michigan, the population would be every only child and the sample would be a smaller group of only children to represent the larger group. The reason why a person would not use the entire population is because, although you would get a more accurate result, it also would be too difficult to attain an answer from every only child on Michigan. It is therefore easier to get an estimate to gauge the closest accuracy with a smaller sample set.

Women make up half of the world, but they’re never been treated as equal to men. They’ve had to work for everything they have today. Women had to fight for the right to vote as well as the right to leave their homes and become working citizens. Women have broken many barriers placed on them, but they still haven’t broken the glass ceiling. The glass ceiling is the invisible barrier that women, as well as other minorities, face when it comes to equal pay. For every dollar earned by a man, a woman only makes about seventy-five cents. This is not in any way a fair. Women work the same job for the same amount of time as men, but they earn less. This is what sexism looks like and there are laws against it, but these laws are not being enforced or taken seriously. The laws against the glass ceiling and sexism in the workplace should be enforced.

Gender plays a huge role in workplace 'success' and can be a big challenge especially if the employee is a woman in a male dominated workplace or career. No matter how 'hard-nosed,' 'ruthless,' 'workaholic' a woman may be, or how much personal success she achieves, there will always tend to be some type of obstacle to keep her from getting completely to the top of the corporate ladder. She must also still fight stereotypes that undermines her confidence or limits her potential. Since the early 20th century, women and minorities have sought equal opportunities in education and in the labor force with little success. These obstacles or barriers are all known as the glass ceiling.

It is no secret or surprise that women have always, and continue to be paid less than men in the workplace. Not only that, but women are also put in low-status jobs, no matter their qualifications; a lot of women are put in a box when it comes to their jobs or careers. It is mind-blowing that women are still facing inequality when it comes to work, considering we are living in very liberal times. Women in work tend to go unnoticed, it might be because our nation and our world are so used to women usually getting the shorter end of the stick, but it needs to be talked about more if we want equality.

There has been a great advancement in women’s occupations. Although women have experienced some growth, there is still a gap in gender equality. The gap is prevalent in the United States and abroad. Women can have the same qualifications, competitive attitude, and aggression as men, but still lag behind men in the workplace (Why Can’t a Women Succeed like a Man, 2009). There is more work to be done to break the glass ceiling that blocks women from reaching the top.

“Glass ceiling” has been the major disadvantage to woman with a baby. Being a mother in the work force is not easy and it’s hardly to get promoted. When it comes to working, employer always tries to look for qualities between men and women. In some case, it could be a mother with a child and a mother without a child. Still, the result will be discrimination toward women with a child. Nelson confirms that, “A mother is also 50 percent less likely to be promoted than a woman without children” (413). No wonder men are always at the top because they can be more active than women. To put it simply, men don’t have to take a vacation when he has baby, but women must. Men can just come to the hospital once he finishes his work. Right? If this case

Fortunately for boys, over 95% of Fortune 500 CEOs and the majority of country leaders are male, but who’s to say that isn’t because of the “Glass Ceiling” (an invisible barrier between men and women in the professional world). Yet, even with the ceiling, women are closing the gap more and more every day.

How do you feel about women holding higher positions within corporations? In today’s society, there are several inequalities between women and men. These inequalities between women and men have been around since the beginning of time and will always be a factor. Gender inequality can be seen in many different ways across our society today. One major area that this inequality can be seen is in the workforce. There are many women who have jobs in today’s society, but there are not a lot of chances for women to obtain higher positions. Women do not receive the same chances to hold high positions within corporations as men do. Women who are in the workforce are constantly having to choose between work and family. Women also feel the need for whole-self authenticity, which means that one is true to one’s own personality and character even against external pressures. In this scenario, people are themselves at work as they are in their private life. Gender inequality in the workplace is a serious issue that affects women socially, economically, and physically.

In America many groups have fought hard to gain equality in treatment, rights, and everyday living standards. Women are included amongst these groups. At one point in history women were not allowed to vote or carry the same positions as men in work. Due to amendments and affirmative action these hindrances for women have been abolished. What still remains to day is the inner struggle within jobs also known as glass ceilings? Glass ceilings are daily obstacles for most women in their jobs every day. As country of equal opportunity should we Americans continue to fight for more equality or accept the situation and be grateful for the change that has already come into place?

Women have been pushing at the glass ceiling for years, but have yet to shatter it. The glass ceiling has prevented women from reaching their highest potential in the work force. The inequality between men and women has been prevalent because of unfair stereotypes and the idea that women are unfit leaders. Ann Morrison describes the glass ceiling as a barrier “so subtle that it is transparent, yet so strong that it prevents women from moving up the corporate hierarchy”(Empowering Women). It is often wondered if this glass ceiling will ever break. Based off of the slow progression of equality among men and women in the workforce, I believe that the glass ceiling will shatter in the near future.

Gender inequality remains as one of the top challenges that businesses face because of men not acknowledging the challenges female workers face and society’s perception on women capability to finish tasks. Even though studies have shown companies tend to deliver better performance with more women in top management positions. One of the inspirations for this essay is Renee Corso, my district sales coordinate supervisor, which is the highest position in Aflac’s Sherman Oaks office. I believe she

The literature review presented in Chapter 2 of this study discusses the issues associated with the “glass ceiling” phenomena by explaining why there are smaller proportion of women leaders in business and project management using the case of Transport for London. The purpose of this qualitative phenomenological study is to ascertain whether women employees in TfL experience the “glass ceiling” effect. As a result, the study is designed to focus on the positive experiences and approaches that contribute to and influence the success of women in senior level administration positions instead of focusing on the barriers to such.