Definition
The United States Federal Glass Ceiling Commission defines the glass ceiling as "the unseen, yet unbreachable barrier that keeps minorities and women from rising to the upper rungs of the corporate ladder, regardless of their qualifications or achievements." David Cotter et. al (2001) defined four distinctive characteristics that must be met to conclude that a ''glass ceiling'' exists. A glass ceiling inequality represents: # "A gender or racial difference that is not explained by other job-relevant characteristics of the employee." # "A gender or racial difference that is greater at higher levels of an outcome than at lower levels of an outcome." # "A gender or racial inequality in the chances of advancement into higher levels, not merely the proportions of each gender or race currently at those higher levels." # "A gender or racial inequality that increases over the course of a career." Cotter and colleagues found that glass ceilings are correlated strongly with gender, with both white and minority women facing a glass ceiling in the course of their careers. In contrast, the researchers did not find evidence of a glass ceiling for African-American men. The glass ceiling metaphor has often been used to describe invisible barriers ("glass") through which women can see elite positions but cannot reach them ("ceiling"). These barriers prevent large numbers of women and ethnic minorities from obtaining and securing the most powerful, prestigious and highest-grossing jobs in the workforce. Moreover, this effect prevents women from filling high-ranking positions and puts them at a disadvantage as potential candidates for advancement.History
In 1839, French feminist and author George Sand used a similar phrase, ''une voûte de cristal impénétrable'', in a passage of ''Gabriel'', a never-performed play: "I was a woman; for suddenly my wings collapsed, ether closed in around my head like ''an impenetrable crystal vault'', and I fell...." mphasis added The statement, a description of the heroine's dream of soaring with wings, has been interpreted as a feminine Icarus tale of a woman who attempts to ascend above her accepted role. Marilyn Loden invented the phrase glass ceiling during a 1978 speech. According to the April 3, 2015, ''Glass Ceiling Index
In 2017, the ''Economist'' updated their glass-ceiling index, combining data on higher education, labour-force participation, pay, child-care costs, maternity and paternity rights, business-school applications and representation in senior jobs. The countries where inequality was the lowest wereGender stereotypes
In a 1993 report released through the U.S. Army Research Institute for the Behavioral and Social Sciences, researchers noted that although women have the same educational opportunities as their male counterparts, the Glass Ceiling persist due to systematic barriers, low representation and mobility, and stereotypes. The perpetuation of sexist stereotypes is one widely recognized reason as to why female employees are systematically inhibited from receiving advantageous opportunities in their chosen fields. A majority of Americans perceive women to be more emotional and men to be more aggressive. Gender stereotypes influence how leaders are chosen by employers and how workers of different sex are treated. Another stereotype towards women in workplaces is known as the "gender status belief" which claims that men are more competent and intelligent than women, which would explain why they have higher positions in the career hierarchy. Ultimately, this factor leads to perception of gender-based jobs in the labor market, so men are expected to have more work-related qualifications and hired for top positions. Perceived feminine stereotypes contribute to the glass ceiling faced by women in the workforce. Gender stereotyping is thinking that men are better than women in management and leadership roles; it is the concept of alluding that women are inferior and better suited in their biological roles of mother and spouse.Glass Ceiling and Great Expectations: Gender stereotype Impact on Female Professionals, 2011, J. B. Johnson The nature of this stereotype is toxic and hindering to women's success and their rights in every aspect but it is even more damaging in the workplace in a patriarchal society. It represents an invisible but strong barrier that stands in the way of women. Men are put at the utmost positions for they are primally viewed as better leaders whereas women are stuck in low or medium level positions.The Glass Ceiling in the 21st Century: Understanding Barriers to Gender Equality, 2009, by Manuela Barreto, PhD, Michelle K. Ryan, PhD, and Michael T. Schmitt, PhD. Chapter 1 These barriers to women's progression in management roles and a of significant issue. For example, the few women that have worked hard and relentlessly to break those barriers and have earned their deserving place in a leadership role are either viewed as "competent or warm" but never both. This is because the idea of a successful women is stereotyped within the idea that she must be a ruthless, competitive, cold person whereas a woman of a warm and caring nature will be perceived as not having the right skill set for leadership and progression because "she does not have what it takes".Hiring practices
When women leave their current place of employment to start their own businesses, they tend to hire other women. Men tend to hire other men. These hiring practices eliminate "the glass ceiling" because there is no more competition of capabilities and discrimination of gender. These support the segregated identification of "men's work" and "women's work."Cross-cultural context
Few women tend to reach positions in the upper echelon of society, and organizations are largely still almost exclusively led by men. Studies have shown that the glass ceiling still exists in varying levels in different nations and regions across the world. The stereotypes of women as emotional and sensitive could be seen as key characteristics as to why women struggle to break the glass ceiling. It is clear that even though societies differ from one another by culture, beliefs and norms, they hold similar expectations of women and their role in the society. These female stereotypes are often reinforced in societies that have traditional expectations of women. The stereotypes and perceptions of women are changing slowly across the world, which also reduces gender segregation in organizations.Related concepts
"Glass escalator"
A parallel phenomenon called the " glass escalator" has also been recognized. As more men join fields that were previously dominated by women, such as nursing and teaching, the men are promoted and given more opportunities compared to the women, as if the men were taking escalators and the women were taking the stairs. The chart from Carolyn K. Broner shows an example of the glass escalator in favor of men for female-dominant occupations in schools. While women have historically dominated the teaching profession, men tend to take higher positions in school systems such as deans or principals. Men benefit financially from their gender status in historically female fields, often "reaping the benefits of their token status to reach higher levels in female-dominated work." A 2008 study published in '' Social Problems'' found that sex segregation in nursing did not follow the "glass escalator" pattern of disproportional vertical distribution; rather, men and women gravitated towards different areas within the field, with male nurses tending to specialize in areas of work perceived as "masculine". The article noted that "men encounter powerful social pressures that direct them away from entering female-dominated occupations (Jacobs 1989, 1993)". Since female-dominated occupations are usually characterized with more feminine activities, men who enter these jobs can be perceived socially as "effeminate, homosexual, or sexual predators"."Sticky floors"
In the literature on gender discrimination, the concept of "sticky floors" complements the concept of a glass ceiling. Sticky floors can be described as the pattern that women are, compared to men, less likely to start to climb the job ladder. This is often due to discriminatory employment pattern that keeps workers, mainly women, in the lower ranks of the job scale, with low mobility and invisible barriers to career advancement. Thereby, this phenomenon is related to gender differentials at the bottom of the wage distribution. Building on the seminal study by Booth and co-authors in European Economic Review, during the last decade economists have attempted to identify sticky floors in the labour market. They found empirical evidence for the existence of sticky floors in countries such as Australia, Belgium, Italy, Thailand and the United States."The frozen middle"
Similar to the sticky floor, the frozen middle describes the phenomenon of women's progress up the corporate ladder slowing, if not halting, in the ranks of middle management. Originally the term referred to the resistance corporate upper management faced from middle management when issuing directives. Due to a lack of ability or lack of drive in the ranks of middle management these directives do not come into fruition and as a result the company's bottom line suffers. The term was popularized by a ''Harvard Business Review'' article titled "Middle Management Excellence". Due to the growing proportion of women to men in the workforce, however, the term "frozen middle" has become more commonly ascribed to the aforementioned slowing of the careers of women in middle management. The 1996 study "A Study of the Career Development and Aspirations of Women in Middle Management" posits that social structures and networks within businesses that favor "good old boys" and norms of masculinity exist based on the experiences of women surveyed. According to the study, women who did not exhibit stereotypical masculine traits, (e.g. aggressiveness, thick skin, lack of emotional expression) and interpersonal communication tendencies were disadvantaged compared to their male peers. As the ratio of men to women increases in the upper levels of management, women's access to female mentors who could advise them on ways to navigate office politics is limited, further inhibiting upward mobility within a corporation or firm. Furthermore, the frozen middle affects female professionals in western and eastern countries such as the United States and Malaysia, respectively, as well as women in a variety of fields ranging from the aforementioned corporations to STEM fields."Second shift"
The second shift focuses on the idea that women theoretically work a second shift in the manner of having a greater workload, not just doing a greater share of domestic work. All of the tasks that are engaged in outside the workplace are mainly tied to motherhood. Depending on location, household income, educational attainment, ethnicity and location, data shows that women do work a second shift in the sense of having a greater workload, not just doing a greater share of domestic work, but this is not apparent if simultaneous activity is overlooked. Alva Myrdal and"Mommy Track"
"Mommy Track" refers to women who disregard their careers and professional responsibilities in order to satisfy the needs of their families. Women are often subject to long work hours that create an imbalance within the work-family schedule. There is research suggesting that women are able to operate on a part-time professional schedule compared to others who worked full-time while still engaged in external family activities. This research also suggests that flexible work arrangements allow the achievement of a healthy work and family balance. A difference has also been discovered in the cost and amount of effort in childbearing between women in higher skilled positions and roles, as opposed to women in lower-skilled jobs. This difference leads women to delay and postpone goals and career aspirations over many years."Concrete floor"
The term ''concrete floor'' has been used to refer to the minimum number or the proportion of women necessary for a cabinet or board of directors to be perceived as legitimate.See also
* Bamboo ceiling * Celluloid ceiling * Equal Pay Day * Equal pay for women * Female labor force in the Muslim world * Feminization of poverty *References
Bibliography
* * * * * * * National Partnership for Women and Families, comp. (April 2016). "America's Women and The Wage Gap" (PDF). ''Trade, Jobs and Wages''. Retrieved 2 May 2016. * * Redwood, Rene A. (October 13, 1995). "Breaking The Glass Ceiling: Good for Business, Good for America". ''National Council of Jewish Women''. * * * * Malpas, J., "Donald Davidson", ''The Stanford Encyclopedia of Philosophy'' (Winter 2012 Edition), Edward N. Zalta (ed.),External links
* Catalyst research report (1996)