The Concept of Glass Ceiling for Women

Running head: CONCEPT OF CLASS CEILING FOR WOMEN

The Concept of Glass Ceiling for Women

Bobbi Springer

Cardinal Stritch University

Instructor: Mr. Timothy Tangle

ASB 260: Managing Cultural Diversity

ASB 01 2017

November 8, 2011

The purpose of this paper is to explore the concept of the glass ceiling The Concept of Glass Ceiling For Women

and the impact on women due to the barriers created such as gender discrimination. Women face these challenges on a daily basis because the glass ceiling still exists; despite the laws which are in place to protect one from this unfair treatment in the workplace. According to a BBC News survey, of the nearly three thousand managers questioned, 73% of women agreed that the glass ceiling still exists, whereas only 38% of men did not (BBC News, 2011, p.1.) The paper will also address questions such as: why are women still paid substantially less than men; and why does the glass ceiling stay in place? The purpose will be accomplished by: expanding on the on the issues regarding the concept of the glass ceiling and women, and it will supply the reader with documentation, facts, and figures to support the concept of the glass ceiling. The purpose will also be carried out by examining the different points of view regarding the glass ceiling and women, their continued existence, and what needs to be resolved in order to get the job done effectively. In addition, this paper will also provide an analysis of ethical implications and apply theories and concepts to those issues. Lastly, the final accomplishments will list the advantages and disadvantages of each alternative side and provide recommendations to aid in resolution of the glass ceiling.

There are many viewpoints and concepts of women in the workforce that experience the "glass ceiling" effect. The term glass ceiling is defined by the on line Farlex online dictionary as being: "an unacknowledged discriminatory barrier that prevents women and minorities from rising to positions of power or responsibility, as within a corporation" (2011, p1). When one thinks of the concept of glass house our minds gravitate immediately towards the term inequality. Gender and race can't help but play a part in this concept. A glass ceiling is a specific type of gender and racial inequality. Artificial barriers prevent the advancement of woman and minorities.

According to Harvey and Allard (2009) gender discrimination is one aspect that that limits a woman and renders her inferior. With this philosophical concept, women have been harassed by society repeatedly. For example in the text book Understanding and Managing Diversity, Harvey and Allard (2009) discuss sports and the issue of the male team member throwing and playing like a bunch of girls if the play was not executed well (2009, pp. 120-121). Also according to Harvey and Allard (2009) they state, "It's a man's world" (2009, p.121). These two authors are referring to the male domination going that is occurring in society as-well-as in the work place. According to Harvey and Allard (2009) most of the power "lies in the hands of men" (2009). It is a true brotherhood and men are a "cultural standard for humanity" (Harvey & Allard, 2009, p.121). The overall effect that this example has on women is that it blocks the peace of mind. It is the accepted domination practiced by a stereotypical society of men that makes a woman weaker not only physically but mentally as well (Harvey & Allard, 2009, p 125).

Sexual discrimination was outlawed in United States through the Civil Rights Act of 1964 in hopes that society and businesses would allow women to rise in the working world once they attained the proper experience and education. This law holds the opportunities without any deterrents according to sex, race, color, and religion to each individual (Harvey & Allard, 2009, p 122).

There are those women who will prosper, and those who will be left behind. Women are kept from rising to the upper rungs of the corporate ladder. According to Harvey and Allard (2009) there were a number of law suits filed by women ranging from sexual discrimination from the Costco company in 2004, which denied women promotions and imposed a "glass ceiling". Another law suit was filed against the American Express Company for women being unfairly denied promotions and pay. This was in the year 2002 (Harvey & Allard, 2009, p 126). This appears to be done regardless of one's qualifications or achievements. The reason for this is reflective of the labor market discrimination, not just labor market inequality.

One way to begin to view and detect discrimination is to look for inequalities. According to BBC News (2011), the survey that they administered suggests an area of perceived discrimination. It also depicted that women had a lower confidence and career ambition which may be one of the reasons holding them back. In comparison to men, women were also found to want to run their own company rather than achieving higher rank within a firm (BCC News, 2011, p.1).

Because of the ill treatment of women in the workplace, there are recognizable physiological differences between men and women. Uneven treatment historically has been reflected in the attitude of the American legal system toward the female gender. The historical attitude of men towards women would have us believe that physiological differences limit women in their choice of career, educational maturity and credibility.

According to a theoretical study performed by Rathiman Meharoof in 2009 and 2010, he found that physiological differences seem to warrant women be treated differently from men (Meharoof, 2009-2010, p.10). This approach leaves one to view that a woman's main role is to be the keeper of the home, while the man is to provide for, and protect them (Meharoof, 2009-2010, p. 10). A woman is viewed as the weaker sex who continues to define different social roles for men and women. We live in an essentially male-dominated American society. An example of this can be found in our justice system. According to Lowen (2011) the first female ever voted in to the Supreme Court Justice was Sandra Day O'Connor in 1981 until her retirement in 2005; followed by Ruth Bader Ginsburg (1993-present); Sonia Sotomayor (2009-present) and former U.S. Solicitor General Elena Kagan whose term was from 2010 to present (Lowen,