What effects does the glass ceiling have on women's career development in law firms - Research Paper Example

n inherent bias is indicated to exist due to the fact that even though women make up less than 10% of this industry, they are overly represented within the lower positions and a number of studies have indicated they are unlikely to be promoted throughout the course of their career; as compared to their male counterparts (Hoobler & Lemmon, 2009). Furthermore, the researcher denotes the existence of a glass cliff. Within this particular understanding and definition, a glass with merely denotes fact that women are unlikely to exist within levels of upper management and leadership as compared to their male counterparts (Wrigley, 2002).

As such, whereas 10% of the total legal profession can be counted as female, a much lower percentage is able to break through the glass ceiling experiences hardship of coming into any type of position of leadership and/or power. Regardless of the factors discussed, it cannot be stated that the glass ceiling has not grown and evolved throughout the course of the past several decades. Rather than being a static concept, this glass ceiling is redefined and re-engineered in almost every firm that it is extant within the current environment (Ragins et al., 2009). Furthermore, since it is not a static concept, many researchers argue that it is possible for the term to morph and change throughout time and within the organizations that are affected (Bruckmuller & Branscombe, 2011).

Furthermore, although many changes have taken place, the glass ceiling and its traditional interpretation and implementation have remained largely unchanged. Rather than accepting its existence outright, the authors attempt to understand some of the causal mechanisms for why the glass ceiling exists and what individual employers and HR managers might do in order to. Naturally, the mere existence of such a “glass ceiling” portends a degree of sexism and bias with regards to the unwillingness of stakeholders within the employment field being willing and able to promote their female counterparts (Hogue, 2009).

As a function of seeking to understand this dynamic, the following analysis will focus specifically on the field of the glass ceiling as it exists within law firms and the legal sphere. It should not be misunderstood by the reader that the glass ceiling is specific to the legal realm. Instead, a more nuanced and broad understanding of the glass ceiling within the legal field does not detract from the glass ceiling as it exists for other industries and professions; rather, it merely helps to underscore the fact that glass ceiling exists within many different professions and specialties.

The gender representation within law offices around the country is recognizably skewed. Males outnumber females at a rate of nearly 10:1 in some states. This is an interesting topic as it is indicative of a more nationwide trend and less culturally dependent and/or bound than the ways that the glass ceiling might be exhibited within other sectors of the economy (Bowling et al., 2006). Rather than accepting its existence outright, the authors attempt to understand some of the causal mechanisms for why the glass ceiling exists and what individual employers and HR managers might do in order to ameliorate its effects.