Gender inequalities and discrimination in the workplace generally affect women. Women are typically paid less and experience more barriers then men. One particular barrier that often prevents women from reaching higher status jobs is the theory of the glass ceiling. Many women never make it past middle management positions. Upper management, CEO positions, and board member jobs are dominated by men. In fact Northouse (2013) states that less that 3% of women are fortune 500 CEO’s (p. 352).
The glass ceiling effect is most certainly in existence. The United States Department of Labor has a sector that is targeted specifically toward the glass ceiling known as the Glass Ceiling Commission. Between the Office of Federal Compliance Programs and the Glass Ceiling Commission, government audits are consistently being conducted to investigate the insistences of glass ceiling occurrences (Levine 2000). Through these audits statistical evidence has been found indicating that the glass ceiling does exist and highly effects women and minorities.
In more recent years studies have shown that the percentage of women in corporate office positions has risen. Unfortunately this percentage only accounts for a small share of employed women.
There are a few theories researches have suggested that can be used to help explain why women have difficulties reaching the upper management levels. One theory suggests that women have a lack of mentors. Mentors often do more than train, guide and teach their prot�g�s. Mentors teach their prot�g�s useful strategies for advancement and achieving work objectives. They also provide emotional support and confidence. Additionally, they serve as a door for opportunities to be positively introduced to executives who make decisions on upper management positions. Having a mentor provides many advantages. The problem with mentoring is that it is a voluntary type of guidance. Relationships between mentors and prot�g�s typically form because both parties choose to have a relationship. Due to the lack of women already established in executive positions, they tend to have access to valuable mentors. It sounds childish but men tend to stick with men. Therefore due to the dominance of men in upper management, lower status male workers have more opportunities to work with mentors.
A final explanation for the glass ceiling that blocks women from higher level positions is that they are still seen as the majority family caretaker. Even if a women’s husband is a stay at home father, women are still hindered by having to take maternity leave to recuperate from childbirth.
This type of discrimination is difficult if not impossible to avoid as it is simple biology that women are made to carry babies. It seems one must make a choice between family or high power career.
It is not all hopeless. Women have broken countless barriers in the past. Women have fought for their independence and advancement and will continue to do so. There are ways to shatter the glass ceiling.
Unfortunately women will have to work harder and climb more obstacles to reach upper management positions. One possibility of getting through the glass ceiling is to find a mentor. Whether it is man or women, one should find someone in upper management that believes in them and that they can connect with on a mentoring level. Additionally, women who are able to climb the corporate ladder beyond middle management should offer their mentoring services to other women.
The proof lies within the statistical evidence. The glass ceiling continues to hinder women and minorities. Women make up approximately one half of the workforce and have put serious investment into their own human capital by earning higher education degrees. Therefore these women deserve the same opportunities as men. Companies who do not promote women will suffer in this ever diversifying world.
References
Levine, Linda (2000). The Glass Ceiling: A Fact Sheet. CRS Report for Congress.
Northouse, Peter G. (2010). Leadership: Theory and Practice, 5th ed.
DANIEL L MARTIN says
I’m not gonna dispute what your saying. Women have had an up hill battle achieving upper management positions. However, I believe that is less apparent in the public sector. I work for the county government. And there are many women who hold upper management positions within the county. The director of my department and the assistant director are both women. The county executive is a woman and there are others within the county. The private sector has not broke free from the idea that men control everything like the public sector has.