Glass Ceiling

Abstract

The phenomenon of glass ceiling refers to disproportionate less number of women senior executive officers at large corporations. Glass ceiling is a metaphor for a hidden, but genuine, obstacle to this apex of career advancement. This paper seeks to examine the issue of the glass ceiling for women managers. The review of literature and industry trend show the glass ceiling for women managers still exists. The study also explores causes of the glass ceiling that include attitudes of male managers, a lack of development and career counseling for women, and the organizational culture within which women work. The study concludes that the glass ceiling is a complex phenomenon for women managers. Solutions to the problem are explored as well in the paper.

Introduction

Glass ceiling is a metaphor for an invisible, but actual obstruction to this apex of career advancement (Morrison et al., 1992; US Department of Labor, 1991). Although there is some debate about whether a glass ceiling exists, an abundance of evidence supports its presence in North America, and more mixed evidence exists in other economically advanced countries. The phenomenon of glass ceiling that obstructs the progress of talented women professionals into senior executive roles inside large corporations is recognized in society to a great extent, taught in business schools, studied in the management literature, and tangibly felt by many women executives. In top positions, women are felt to be underrepresented. The glass ceiling renders a major barrier among women and their aspiration to advance into senior management or executive positions. Besides the glass ceiling, other challenges can also be faced by women that put off their climb to these elusive top positions. Balance of work and family, promotability, gender discrimination and organizational culture are some of those challenges. The objective of this research is to explore the issues of glass ceiling in detail. Results will also be provided by the research that would lead one to deem there are fissures in the ceiling and that women are certainly, lifting the corporate ladder. A glance into some of the organizations that have made headway with smashing the glass ceiling will be provided as well. Recommendations to organizations regarding smashing the glass ceiling and the gains of inclusion to their success will also be provided in the paper.

Discussion

Glass Ceiling: What does it actually means?

Hymowitz and Schellhardt popularized the term in a 1986 Wall Street Journal article. Glass ceiling has defined by them as an imaginary barrier that precludes women from getting progress in their careers. Lampe (2001) has defined glass ceiling as “an invisible, yet quite impenetrable barrier that serves to prevent all but a disproportionately few women from reaching the highest ranks of the corporate hierarchy, regardless of their achievement and merits” (p. 34). Stith (1996), an ex- manager of Fortune 500 companies, stated the glass ceiling as an illegal, hideous, and immoral obstruction that produces disproportionate opportunities and hinders progress. However, Eagly & Carli, (2007) believes that the business world has transformed to a more sophisticated yet complex place ...