Examination of such a determinant is necessary and important as it gives key insights into the broad/over-arching definitions of the glass ceiling as is evidenced through a large cross-section of our current society/government. …
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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.
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Study refers to the disparity of employment between African-American women with other Hispanic races in the United States. This study finds it ironic that in this age of technological advances and modernization, the perception of racial discrimination in the workplace still exists.
Civil rights activists along with women’s groups have distorted government statistics in an effort to ‘raise the alarm’ regarding the disparity of career opportunities for women as compared to their male counterparts. The ‘glass ceiling’ is a flawed expression founded on distorted facts and actually did not ever exist.
According to the writer, an African American, Barrack Obama is the Chief Executive of the nation, while the one heading the State Department is Hilary Clinton, a woman. Despite these statistics, glass ceiling still exist. Hispanics, Blacks and American Indians represent around 30% of the population; but, only 3% hold management positions.
According to Abalos et al. (2006), these reasons include but not limited to sophisticated career trajectories, for instance workforce inequality, employment patterns that are broken and part-time employment (p. 159). This paper takes a look at the career development of adult women and the possible responses towards the issues associated with development of their career.
Women faced the compulsion of pursuing careers defined by the society as feminine. There were multiple barriers placed on the path of women who sought to advance to the level of men in different career paths. The barriers emerged based on gender only (Belton& Labor Law Group, 2004).
These are the people who can lead one to achieving ones goals. The path of obtaining ones job desire may require a lot of task such as lateral moves, job promotions and departmental transfers all along the way. One is also required to develop skills and obtain
n illustrated by the symbol ‘glass ceiling’, a see-through wall which stops women from reaching the topmost of the corporate ladder (Palmer & Simon, 2010). According to Bombuwela and Chamaru (2013), the shortage of women in higher corporate positions is associated with
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