Glass Ceiling: A Global Perspective and Solutions

This article discusses the existence of the glass ceiling as a form of gender discrimination in the modern world. It explores the gender pay gap and the underrepresentation of women in certain industries. The article suggests cultural reforms, policy reforms, and laws as solutions to address the glass ceiling and promote gender equality. It also highlights the importance of gender bias audits and the need for women to be part of the process. The article concludes by emphasizing the impact of apt policies in supporting human dignity and completing the circle of reforms.

Running Head: GLASS CEILING A GLOBAL PERSPECTIVE AND SOLUTIONS
1

Running Head: GLASS CEILING A GLOBAL PERSPECTIVE AND SOLUTIONS
Introduction ( Critique)
Glass ceiling exists, and it is the most sophisticated form of gender discrimination witnessed
by the human civilization in the modern and the postmodern world. It is unfortunate that we
are not able to secure social justice for the most educated clan of the women; they are facing
gender discrimination at workplaces on a regular basis (Anthony et al.,2016). They have
become a victim of the perception that a women employee will not be able to focus more
freely on the job in hand. The gender pay gap is another phenomenon which is prevalent in
the first world and the third world with equal alacrity (HARVARD UNIVERSITY,2017). A
generalized overview of the situation gives us an idea that on average female workers get 25
to 30 percent less salary while working under a similar capacity with their male counterparts
in gender-neutral occupations.
When we specify this figure to certain industry sectors where males and females can deliver
the goods with equal capacities then again we find that the impact of the glass ceiling persists
there. In the field of accountancy, fifty percent of the female workers never get a chance of
promotion to the middle range of management. Here we would like to mention the fact that
when it comes to academic performance at grade levels or higher education, females are
performing equal or better with males. However, when it comes to travel up the ladder in the
field of job, this percentage shrinks down drastically.
The final results of this discrimination can be judged in terms of human dignity. Females get
preferential treatment because they belong to a different gender. Occupational gender-based
discrimination is emerging as a problem which is tarnishing the progressive nature of human
society and indicating towards a regressive thought process where gender-stereotyping exists.
The removal of the glass ceiling is possible by addressing this problem at three different
levels with a spirit of reform associated with it.
2

Running Head: GLASS CEILING A GLOBAL PERSPECTIVE AND SOLUTIONS
Reforms to remove the glass ceiling based on the existing challenges
Removal of the glass ceiling on the cultural front with gender bias audits and
implementation of an ideal working condition model.
In my previous report on the same issue, I presented strong arguments related to the gender
stereotyping of the women in the society and how its impact create the wrong perception
about them when they move ahead to pursue their dream career. While addressing the culture
based gender biases, an organization can introduce the culture of “gender bias audits.” Just
like any other HR exercise, a gender bias audit can check and balance the conscious and
unconscious biases performed by the organization members.
The questionnaires and other measures associated with the gender bias audits should be
aimed at women as well, they should preach equality among the genders. My previous study
also indicated one of the reasons behind the underrepresentation of the women at the top level
takes place because women employees lose their enthusiasm towards performing well. The
report of the gender bias effect can be implemented on a “Mediating effects path model”
described in the image below.
Structural reforms and implementation of right policies
3

Running Head: GLASS CEILING A GLOBAL PERSPECTIVE AND SOLUTIONS
Image One: The mediating effects path model for the implementation of gender bias audit
reports. Retrieved from https://www.researchgate.net/figure/Model-for-perceived-gender-
equity-and-locus-of-control-and-mediation-of-work-engagement_fig1_283084566.
(Accessed, 31-05-19
This model gives keeps work engagement as the central concern of the organization, the
locus of control determines the presence of organizational policies and the achievement of
workplace hygiene with the help of these policies. The results of the gender bias audits can
keep both male and female employees under the second circle of general satisfaction with
work and life. This model clearly shows that Perceived gender equity has a direct relationship
with the work engagement which can result in general satisfaction and optimism. Joint
resultant of Locus of control and Perceived gender equity can help an organization in keeping
its employees in the upper half of the model and make them perform better.
4

Running Head: GLASS CEILING A GLOBAL PERSPECTIVE AND SOLUTIONS
Policy reforms have the power to address all the root causes behind gender
discrimination
Image 2: The root causes behind the Discrimination of the women while promoting them to
the higher order. Image retrieved from https://userscontent2.emaze.com/images/22b84db1-
5d0c-477d-9624-7f8b0e421449/0a3c1cb07479b8fb580ab4deb8730888.png. Accessed 31-5-
19
In the above-mentioned diagram, we can see the circle of Organizational decision maker and
the sexism followed by them. When we compare this model from the previous image and
check the locus of control, then we find that decision makers appear as an external force. It
also means that internal locus of control gives equal opportunity of all. During my previous
assignment, I presented many discrepancies related to the underrepresenting number of
5

Running Head: GLASS CEILING A GLOBAL PERSPECTIVE AND SOLUTIONS
females at the higher posts. I presented many reasons behind them. Women employees were
performing better or equivalent to their male counterparts. Still, they were not able to surpass
the glass ceiling. The above-mentioned model gives a reason for that, one can see the arrow
of the feedback connecting the main organizational functions is one-sided. In the past, many
policies came in existence but most of them were aimed to reform the organizational
functioning. In order to reform the impact glass ceiling certain policies that can touch the
external locus or the sphere of the decision makers, should come in existence (King,2015).
Policies and laws to interfere in the act of the decision makers
Laws ensuring the representation of the females at the high posts can be enforced on some
organizations where the nature of the work supports gender neutrality. Right kind of metrics
can be introduced to make sure that women are getting equal opportunities in the quests that
are designed to create a promotion list.
The administrative bodies working for the welfare of the tribes of Ghana presented an
interesting example of breaking the glass ceiling. The problem was very severe in Ghana and
some management experts also gave it the name of the Berlin wall instead of Glass ceiling. In
order to curb these glass ceilings, authorities in Ghana picked up the population sample of the
area. After studying it they calculated the ratio of male-female population. This fixation of
male and female ratio gave them an idea that how many female leaders should be on the
board. This representation policy helped them in removing the glass ceiling. Just like this
example, metrics of the representation can be calculated for other cases and conditions as
well (Maccallum,2015).
The area of human dignity is another key result area, during the era of 80’ many Swedish
scholars did many studies to understand the impact of the glass ceiling over the Swedish
women. The Swedish government at that point of time realized that the representation of the
6

Running Head: GLASS CEILING A GLOBAL PERSPECTIVE AND SOLUTIONS
women in the higher studies was high, in comparison with the males. However, the
representation of the males was higher in the corporate ladders (Katrinli et al.,2015).
The primary reason that they find out was related to the confidence gap, women were less
confident because the social norms were not supporting them. Swedish government came
with some strong policies related to the maternity leave and upbringing of the kids. However,
their main focus was aimed at increasing the funding for the female students. They also hired
consultants to solve the problem of confidence among women. Swedish authorities accepted
the core of the problem and worked upon that, the removal of the confidence gap helped
women in making better deals with their employers and this removal of the pay gap also won
them social respect and the respect of their families.
Conclusion
The domino effect of an apt policy can support the cause of the human dignity associated
with the glass ceiling. It can complete the circle of the reforms quite effectively. The current
study gives us an idea that it is the external locus of the control associated with an
organization needs adequate laws to ensure a justified representation of the women at the
higher positions. Apart from the direct policy support, women employees also need to be a
part of gender equity and bias audit. This audit can keep a check and balance on the gender-
specific behavior of the males. This audit can also help women employees in understanding
the confidence gap among the women and help them to take corrective actions about it.
7

Running Head: GLASS CEILING A GLOBAL PERSPECTIVE AND SOLUTIONS
References
Anthony, A., Casarico, A. & Voitchovsky, S., 2016. Top Incomes and the Gender Divide.
[Online] Available at https://papers.ssrn.com/sol3/papers.cfm?abstract_id=2836285
[Accessed 27 April 2019].
Fernandese, R. (2016). Gender Sorting and the Glass Ceiling in High-Tech Firms. Sage
Journals, https://journals.sagepub.com/doi/full/10.1177/0019793916668875.
HARVARD UNIVERSITY, 2017. Gender Inequality and Women in the Workplace. [Online]
Available at: https://www.summer.harvard.edu/inside-summer/gender-inequality-women-
workplace
[Accessed 27 April 2019].
Katrinli, A., Karaibrahimoglu, Y. & Acar, E., 2015. Gender stereotyping in the accounting
profession in Turkey. [Online]
Available at:
https://www.researchgate.net/publication/267721005_Gender_stereotyping_in_the_accountin
g_profession_in_Turkey
[Accessed 04 April 2019].
Kazi, R. (2017). Breaking the Glass Ceiling: 5 Tips to Fix Gender Bias at Your Organization.
Udemy For Business, https://business.udemy.com/blog/5-tips-fix-gender-bias-your-
organization/.
King, A., 2015. PwC Australia reveals 11.4pc gender pay gap. [Online]
Available at: https://www.afr.com/business/accounting/pwc-australia-reveals-114pc-gender-
8

Running Head: GLASS CEILING A GLOBAL PERSPECTIVE AND SOLUTIONS
pay-gap-20150908-gjhpnn
[Accessed 27 April 2019].
Maccallum, J., 2018. The long road for Australia’s female accountants. [Online]
Available at: https://www.intheblack.com/articles/2018/03/05/long-road-australian-female-
accountants
[Accessed 27 April 2019].
Starmaski, C. (2015). Gender inequalities in the workplace: the effects of organizational
structures, processes, practices, and decision makers’ sexism. Frontier Psychology,
https://www.ncbi.nlm.nih.gov/pmc/articles/PMC4584998/.
9