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On Glass Ceiling

The document discusses the glass ceiling phenomenon, which refers to invisible barriers that prevent qualified individuals from advancing further in their careers due to discrimination such as sexism or racism. While laws have attempted to reduce discrimination, women still face obstacles such as stereotyping, lack of mentors, and difficulty re-entering the workforce after leaving. The glass ceiling exists across many industries and continues to limit women's representation in leadership positions globally.

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Asif Jawed
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5K views

On Glass Ceiling

The document discusses the glass ceiling phenomenon, which refers to invisible barriers that prevent qualified individuals from advancing further in their careers due to discrimination such as sexism or racism. While laws have attempted to reduce discrimination, women still face obstacles such as stereotyping, lack of mentors, and difficulty re-entering the workforce after leaving. The glass ceiling exists across many industries and continues to limit women's representation in leadership positions globally.

Uploaded by

Asif Jawed
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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Prepared by:- Asif jawed

Sagar Mitra
Amit Kumar Gupta
In economics, the term glass ceiling refers to situations where
the advancement of a qualified person within the hierarchy of
an organization is stopped at a lower level because of some
form of discrimination, most commonly sexism or racism.
However, since the term was coined, "glass ceiling" has also
come to describe the limited advancement of the deaf, blind,
disabled, and aged.
 [[Sexual discrimination]] was outlawed in the United
States through the [[Civil Rights Act of 1964]] in the
hopes of allowing women to rise in the working
world once proper experience has been achieved.
 The term glass ceiling was first used in a Wall
Street Journal column, “Corporate Women,” in
the late 1980s.
 It is a reflection of gender roles and relations which
give rise to and perpetuate inequalities between
women and men in all walks of life
 ‘The invisible artificial barriers that block women
from senior executive jobs’
 Different pay for comparable work.
 Sexual, ethnic, racial, religious discrimination or
harassment in the workplace
 Lack of family-friendly workplace policies.
 Exclusion from informal networks
 Stereotyping and preconceptions of women's roles and
abilities.
 Failure of senior leadership to assume accountability for
women's advancement; Lack of role models; Lack of
mentoring
 Requiring long hours for advancement, sometimes called
the hour-glass ceiling.
 IT

 Banking/finance

 Health Industry

 Government

 Education

 It’s everywhere!
 Exclusion From Networking
 Stereotypes
 Lack of Role Models
 Inability to Re-enter Workforce
 Culture
 Traditional approach of companies
 Indra Nooyi - Chairperson & CEO of PepsiCo

 Kiran Mazumdar Shaw- Chairperson & M.D. of


Biocon

 Naina Lal Kidwai-CEO of HSBC


 Although some believe there to be a glass ceiling,
many women have still found much success. When at
the top management, many women feel like outsiders.
 Most of the time they are the only female at that level
and are surrounded by males. Some women have faced
sexual harassment, wage inequality, blocked
movement and gender stereotyped roles.
 Women are said to have different styles of leadership
and management once they break the barrier. They are
generalized to be more nurturing and caring in nature
than men.
 Women are a key resource in the
race to create new products and
resources
 Women’s skills level is rising
 More and more women are
starting businesses
 It’s not only the right thing to do,
it’s also good for business
 Thiruvananthapuram:- First Bollywood and now the Malayalam film industry.
Women are making inroads in the male-dominated territory of filmmaking,
quitting cushy jobs and breaking away from their settled lives to wield the
megaphone.

 Take 38-year-old Shiny J. Koshy who took a break from Kuwait, where her
husband was employed, and took the plunge into filmmaking. Today she is busy
working as an assistant director to award-winning filmmaker Jairaj in his latest
film "The Train", which stars Malayalam superstar Mammootty.

 "Twelve years back I had worked as an assistant with Jairaj for two of his films
and due to reasons of my own I took a break from films. Now, since I have a lot
of time, I have decided to rejoin him," Koshy told IANS

 "I will be assisting him in his next film also. I am simultaneously working on my
own film...I will announce it at an appropriate time," she added
 Women hold 1 to 5 per cent of top executive jobs in
the largest corporations world wide
 Only 12 countries have a women head of state
 Only 14 % of the world’s Parliamentarians are
women
 Only 1 per cent of trade union leaders are women
 Brass Ceiling - In the traditionally male-dominated fields of
law enforcement and military service, some people use the
term “brass ceiling” to describe the difficulty women have
when they try to rise up in the ranks. "The brass" denotes the
decision-makers at the top of an organization, especially in the
military; it is an example of synecdoche.
 Stained-Glass Ceiling is a sociological phenomenon in
religious communities similar to the concept of the "glass
ceiling." The concept revolves around the apparent difficulty
for women who seek to gain a role within church leadership
 Bamboo Ceiling - The exclusion of Asian-descendants from
executive and managerial roles on the basis of subjective
factors such as "lack of leadership potential" or "inferior
communication ability" where the East Asian-descendants
candidate has superior objective credentials such as education
in high-prestige universities
GLASS WALL - REFERS TO THE PHENOMENON OF
HIGH RATES OF WOMEN ADVANCING TO EXECUTIVE
POSITIONS BUT ONLY IN CERTAIN INDUSTRIES.
GLASS ELEVATOR (OR GLASS ESCALATOR) - SOME
BELIEVE THERE IS A RAPID PROMOTION OF MEN
OVER WOMEN, ESPECIALLY INTO MANAGEMENT, IN
FEMALE-DOMINATED FIELDS SUCH AS NOURISHING.
 Top jobs 1-5 percent of
executive jobs occupied by women.
 Senior management 10-20 percent.
 Managerial jobs 6-30 percent.
 Administrative and managerial 10-43 percent.
 Professional and technical 20-60 percent.

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