The Corporate Glass Ceiling
Breaking the barrier…
Quotes – Glass Ceiling
Those who complain about glass ceiling should keep in mind that glass can be
shattered if one strikes it long enough and hard enough.
“People often say there is a glass ceiling. And my reflection on that is, it’s just a
thick layer of men.
Definition
In economics the term refers to a
situation where advancement of a
qualified person is stopped in
organisational hierarchy due to
some kind of discrimination. A
glass ceiling is an artificial barrier
based on attitudinal or
organisational bias that prevents
qualified women and other
minorities from advancing
upward in their organisation into
senior management level
positions.
History
US outlawed gender discrimination through Civil Rights Act, 1964
First used by Katherine Lawrence and Marianne Schreiber in1979.
Then this term was also used by Gay Bryant in 1984 and it was used in Wall Street
Journal in 1986 by Carol Hymowitz and Timothy Schellhardt
U.S. Department of Labor in 1991 referred in a response to a study of nine Fortune
500 companies.
Recently Ms. Hillary Clinton- US senator used this term in her speech by saying,
“And although we weren't able to shatter that highest, hardest glass ceiling
this time, thanks to you, it's got about 18 million cracks in it."
The controversy
It was not a barrier to an individual but to a women and other minorities.
Reason- Women did not have the required experience and skills to reach top
management.
Less college education and management degrees.
Women- Working in non-operating areas such as personnel, finance, PR which
rarely led to top management positions.
Survey- Men were allowed to manage more number of people, freedom to ‘hire and
fire’ and direct control over company’s assets.
The real problem lies in men’s
attitude towards problem faced by
women.
In 2001 Linda Morgan filed lawsuit
against J & J, she alleged that she was
denied for promotions despite good
performance.
Again Karen Bauries, VP of Marriot
International filed lawsuit for
discrimination, lower pay scales.
Causes of Glass-Ceiling
Sex discrimination
Family Responsibilities
Male chauvinism
Less acceptance as boss
Being a woman
Lower Pay Scales
Lack of required experience
Non-Exposure to operating areas
Sexual Harassment
Lack of anti discriminatory laws
Rigid Company policies
Red tape in decision Making
Lack of Desire
What men think?
Women are stereotypically distracted by motherhood, family responsibilities
They are sufficiently not committed to work, travel for work or work over time.
Women were paid less salaries as they left the jobs mid way, worked for lesser time
and always favored low risk jobs.
Women did not realize the importance of office politics and proper channels.
In terms of decision making they always go for collective decision making which
causes red tape.
They think women do not have qualities to climb up in corporate ladder.
Women sometimes don’t try for senior positions because they are complacent with
their current job and would not like to move forward.
Women themselves seemed to create barriers for themselves.
What women think?
Biggest barrier in women’s progress
was the male dominated management
They did not consider women as
policy makers so they never invited
women for certain meetings.
Women were rejected for promotions
on the grounds of efficacy and
gender- bias.
Men never perceived problems of
women as genuine.
Those women who have
surpassed this barrier denied
existence of glass ceiling.
Female employees hit the glass
ceiling as they reached the Senior
Vice President level.
According to successful women it
takes some extra efforts ,some
compromises and support from
the family for women to reach the
top.
Related Terms
Reverse Glass ceiling/Glass elevator (or glass escalator) - The rapid promotion of
men over women, in female-dominated fields such as nursing, paralegal and child
care.
Bamboo Ceiling - Exclusion of Asian-descendants from executive and managerial
roles.
Expatriate Glass Ceiling - Prevents women in managerial positions from receiving
foreign management assignments, projects, and experiences
Sticky Floor - women trapped in low-wage, low mobility jobs in state and local
government.
Bamboo Ceiling - exclusion of Asian-descendants from executive and managerial
roles
Anti-discriminatory laws
Pay Equity in Bahrain --Bahrain
United States Equal Pay Act of
1963 --Legislation passed by the
Federal Government of the United
States
United Kingdom Equal Pay Act of
1970--established by Parliament
A similar act to these was passed
in France in 1972.
Ireland Anti-Discrimination (Pay)
Act 1974--Act came into force in
1977.
Facts and figures
Women hold 11.1% of board seats in the 75% of Fortune 500 companies (376)
Fortune 500, 86% of Fortune 500 have at least 1 women officer
companies (429 companies) have at least Over half (258) of Fortune 500
one or more women director;
companies have more than 1 female
14% (71 companies) have no women on corporate officer.
their boards. Savings institutions are the industry
188 companies in the Fortune 500 have 2 with the most women at the top—32%
or more women directors; 34 companies of corporate officers are women. Other
have three or more women directors. top industries include: diversified
Of Fortune 100 companies, 97% have at financials (30%), publishing/printing
least 1 woman on their boards. (26%), and transportation equipment
Women represent 1.1% of inside directors (24%).
(those drawn from top management of the
company) on the boards of Fortune 500
companies. Out of 1,173, 13 women are
inside directors.
How to Overcome?
Initiative for women leader by
women.
Emphasize career planning
Stop be complacent
Be tough and negotiate for equality
Ask support from family for
household responsibilities.
Change in Stereotypical attitude
Change in stagnant company policies
Companies
must think of leadership diversity.
Arrangement for training required
country like India where anti
discriminatory laws are not present, govt
should frame such laws.
Look to the future..
Entrepreneurs'. For eg: Kiran Shaw, Ekta Kapoor.
Change require regarding recruitment and promotions, adopts equal pay policy.
Companies - Keep talented women from quitting.
Cultural change, flexible schedules, providing crèche facilities , working from home and
training for leadership.
Management education OR career planning.
In some companies women managers were praised by their male counterparts .
Today women not only have shattered corporate glass ceiling but also have put their shoes in
other realms. Eg: Political glass ceiling- Social Work – Medha Patkar
