Glass Ceiling Effect Essay Thesis
From the beginning of the 19th century the problem of women discrimination on the workplace has become one of the most acute. The United states of America has become one of the first countries where women started to struggle against this problem. Since the first women-pioneers that started working in the male stuff has passed several centuries and many things there has changed. But it is still burning and not only the US but in the whole world. There have been created many organizations and written number of articles and many films were created to show the poor facilities women were working in and their rights were violated.
“The practice of paying men more than women for the same job–because men had to provide for their families–while once accepted, is now illegal thanks to the Equal Pay Act of 1963. However, even today women continue to earn substantially less money than men in comparable positions. Statistics suggesting that women have made progress in closing the wage gap are misleading, and women, especially mothers, continue to be discriminated against in the workplace. The wage gap is the difference between what men and women earn for comparable jobs. As cited by Julie Lowell, “In 1960, women earned 59 cents for every dollar that men earned. By 2002, this gap lessened by 18 cents, as women made 77 cents for every dollar that men earned.” While this is an improvement, the fight for pay parity is far from over” (Gale Group, 2007). This passage shows us what has women to face during their instant struggle for their rights.
And that is not the single fact connected with female discrimination. The other burning problem is gender problemacy which is typical situation on the workplaces where male predominates, for example in mines. It is vividly described in “North Country” film, which tell the watcher the story of divorced mother of two children, who was working on the mine where she met with regular sexual harassment, rude and impolite attitude and dirty jokes on her work place. She was not alone according to such an attitude, but female part in the mine was lesser than male. That is why when he turned to her chiefs it had no result “just do not mind and keep on working”, her chief told.
It turned to be impossible to find any support among the leaders of the company as well as in the staff of the mine. It is typical for every company and the story of the main hero was not the first case. But she was the one did not afraid to rose against the stiffness of administrators of the mine. That is why she turned to court and won the first process turned on the sexual harassment and wrote in such a way in history not only of the United States of America but of the whole world. She was encouraged by her old friend and few women from the mine. They started to change up the whole system and influenced the society opinion. I think that this story could be called the breakthrough in search of equality of human rights despite the race, gender and skin colour. Gender problemacy is raised in almost every country and for the United States it is still unsolved
“Women are 16 times more likely than men to report weight discrimination in the workplace, according to a Michigan State University-led study that provides the most dramatic evidence yet of the weight bias working women face. The study, featured in the October issue of Journal of Vocational Behavior, is the first to use a nationally representative sample to look at gender differences in reported weight-related employment discrimination, said Mark Roehling, MSU associate professor of human resource management and the project’s lead researcher. As employers search for ways to reduce health care costs, obesity has become an issue. The prevalence of obesity in the United States increased from 13 percent to 32 percent between the 1960s and 2004, according to a recent Johns Hopkins University study” (Andy Henion, 2007). The author of the article tells us in his article another aspect of female discrimination which quite a typical thing for well-developed countries, in particular the US. But he also trying to persuade us that: “Michigan is the only state with a law prohibiting weight discrimination in the workplace. But the new research indicates overweight women who face employment weight bias could be victims of sex discrimination. What this research indicates is that we have different standards for men and women. We are less accepting of overweight women,” he said. “If women are experiencing workplace discrimination based on their weight 16 times more frequently than men, employers ought to be very concerned about valid sex discrimination claims.” (Andy Henion, 2007).
Unfortunately despite the never-ending struggle and many laws discrimination is still a burning problem and the searches can’t tell us when it finally ends.
“It’s time for employers to share more of the responsibility to bring about change by taking proactive steps to address inequality. Unless action is taken, individuals and employers will continue to suffer the damaging effects of the gender pay gap for at least another generation. Thirty years after the Sex Discrimination Act, we have made some real progress. We recently considered what a day without the Act would be like, and some of the situations women might typically face were truly shocking, like being forced to resign when they got engaged, being sacked as soon as they became pregnant, or working in environments where they were regularly subjected to blatant sexual harassment. It’s a real victory that such behaviour is now clearly illegal, and women can appeal to tribunals for justice. But it’s unfortunate that the onus of responsibility to bring about change has remained largely with individuals to bring cases” (Verkaik, 2005).
I think that in the once all the discrimination problems will be solved because government and layers are devoting lot’s of attention to these cases and working hard on it and being united has a great progress now and the result will be equal rights despite the fact what is your sex
1. Thirty years on, women still face discrimination in the workplace by Robert Verkaik, decmber 24, 2005
2. Feminism: Claims That Women Face Discrimination in the Workplace Are Exaggerated http://www.enotes.com/feminism-article/claims-women-face-discrimination-workplace
3. Women Face Discrimination in the Workplace by Gale Group (2007)
4. Women face more obesity discrimination in the workplace by Eric Shannon 2009 http://network.diversityjobs.com/profiles/blogs/women-face-more-obesity
5. MSU-led study: Women face workplace weight discrimination, by Andy Henion
Example of a Definition essay on Management about:
glass ceiling / management / discrimination / stereotype
The definition and analysis of the management term “glass ceiling”.
Who was the first to introduce the term Glass Ceiling? What is the most widespread definition of the Glass Ceiling? How are the stereotypes destroyed with the help of Glass Ceiling?
This discriminative barrier is called the “glass veiling” because the barrier is transparent, but at the same time so solid that is able to stop women and the representatives of different minorities from advancing throughout the management hierarchy of a given company.
Glass Ceiling essay
"The state shall not discriminate against, or grant preferential treatment to, any individual or group on the basis of race, sex, color, ethnicity, or national origin in the operation of public employment, public education, or public contracting."
Civil Rights Act
Introduction: The Glass Ceiling is a term of the American management system, which was defined for the first time in the 80th. It was primarily used to describe the “invisible barrier” that prevented women from significant career achievements, therefore was considered to be a form of discrimination. This discriminative barrier is called the “glass veiling” because the barrier is transparent, but at the same time so solid that is able to stop women and the representatives of different minorities from advancing throughout the management hierarchy of a given company.
A group of stereotypes that give women a subordinated and service-providing role have been formed historically. According to these stereotypes, men a perceived as a dominating and aggressive sex with a pushy behavior so important in business. This stereotype created the myth that the success men achieve is the result of greater abilities and intellectual supremacy over women. Men tend to estimate their work as a harder compared to the work of women occupying similar posts. It is also believed that women are oriented on the interpersonal relations and not on the completion of the task and men vice versa. So does the glass ceiling still exist nowadays? Some women claim it does, some from those who have achieved any success in business say it is all about persistence. Of course it is hard to negate its minimal presence in the contemporary business world, but the key factor that though its rudiment may still exist their “nature” has quite changed and the number of women-business owners has significantly grown as compared to the 80th – which ahs made the glass ceiling weaker than ever1.There is no base for talking about the “glass ceiling” if a women does not have enough knowledge in certain filed of knowledge to be “better” employee that a man. “Women should be encouraged to study engineering, science, technology, and other fields traditionally dominated by men… Experienced employees…could ensure the growth of the pool of qualified females by mentoring young women”. This would guarantee that a woman would become as competitive as a male-employee of the same organization.
Anita Blair’s “Shattering the myth of the glass ceiling” does an outstanding job in showing how easily all these career stereotypes can be destroyed. I agree with Anita that women have more chance to get education than before, they go out to work, the wage gap narrows, they are working better than men in certain industries and there appear jobs that are intended for women only. The number of women owing businesses is increasing. For instance Carleton S. Fiorina, the CEO of Hewlett-Packard, even being as successful as she is states that: ”There is no need to focus on my gender in discussing the appointment…we are at the point now where everyone has figured out that the accomplishments of women across the industry demonstrate that there is not a “glass ceiling". The major different between the 80th and the present times is the women nowadays go to college and truly study creating a decent competition to men. It is impossible to deny that men truly were the dominant gender fro many years and it is just the way it used to be before and for a long time women seemed to be okay with that. Therefore the “glass ceiling” factor appears to be outdated now2.It goes without saying that the fact that”…women own only 1 percent of the world’s wealth, and earn 10 percent of the world’s income, despite making up 49.5% of the population” is rather impressive . If a woman is not as professional as a man should the employees give a preference to her just not to be blamed in discrimination?3
Conclusion: Nowadays, women do really have more opportunities to study and become highly professional employees. Another issue is that women aside from their career usually have a family and children to take care of. And is it fair to keep talking about the “glass ceiling” if women physically cannot dedicate as much time to work as men do? Women have “distractive” factors that men will never have such a pregnancy, childcare and many others and it has nothing to do with the “glass ceiling” but with the “distribution” of gender roles. The share of female seats in national chambers according to the data collected in 2004 equals 15%. Women have to remember that they are born-mothers n the first place. And even this 15% data this is a decent progress able to break the mythological “glass ceiling”!
1 “…According to a recent study by Korn/Ferry International, from 1982 to 1992 the proportion of female executive vice presidents more than doubled, from 4 to 9 percent, and their share of senior vice president positions increased from 13 to 23 percent".
2 “11.2% of corporate officers are women”.
3 “…Charges of a "glass ceiling" in the workplace come not from successful women such as Klug, Trudell, and Cortez, but from professional political activists. Women who seek opportunities, run with them, and advance to executive positions are seeing their efforts rewarded while the activists, on the outside looking in, complain”.