Glass Ceiling Effect on Women at Work Places

Running Head: GLASS CEILING EFFECT ON WOMEN AT WORK PLACES 1
Glass Ceiling Effect on Women at Work Places
Name
Institution

GLASS CEILING EFFECT ON WOMEN AT WORK PLACES
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Introduction
Glass ceiling effect is an invisible situation that exists to bar females and minors in
workplaces from rising to higher ranks. An inferiority complex is imposed on the
aforementioned parties thus regarding them of little or no use to greater plans in the proceedings
of the organizations in which they are instituted. This vice extends even to our current 21st
century across the globe (Cotter, Hermsen, Ovadia & Vanneman, 2001).
This term came to be used in the 1980s because of women who joined organizations’
workforce being turned down towards advancing their career to a certain degree. This in return
yielded to the unmotivated female workforce in relation to males. It was viewed that in the event
that females would conceive, they were going to take long maternal leaves thus disabling the
progress of the firm (Mancuso, 2017). For an organization to achieve its agenda, it requires a
committed and productive labor force, thus their absenteeism would halt some organizations’
plans. When they would report to work from their leave, some would leave the job completely
while others would result in low commitment in work due to their maternal obligations.
Forms of Discrimination
Sexual harassment prevails in workplace whereby it mainly affects those women who
hold positions as managers. Most organizations will only rebuke the offender and to an extreme,
he is usually fired. Rare cases exist where the offender will be fired for he is stilled perceived as
an important asset to the company based on his labour productivity. This inflicts fear on women
who play victim since no action is taken upon their offenders. Reporting only brings
embarrassment to themselves where fellow workers acquire a topic to joke about (Mancuso,
2017).

GLASS CEILING EFFECT ON WOMEN AT WORK PLACES
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‘Boy clubs’ also affect to a great degree the number of women getting promoted in their
career. Either many men will want to promote fellow men whom they schooled together or were
former colleagues at a lower level. A result to this is an exclusion of women from business trips
and policy formulations without considerations on their qualifications and abilities (Cotter,
Hermsen, Ovadia & Vanneman, 2001).
Job segregation occurs whereby some jobs are regarded manly while others feminine. A
job like secretarial is often advocated for women whereby people don’t want to hire men for the
same. Females will consider these ‘womanly’ jobs rather than secure a slightly higher caliber job
since they wouldn’t be acquired leadership positions due to their gender (Newman, 2016).
There exist no regulations by the Supreme Court that may adamantly protect women
from discrimination (Casadevall, 2015). Women’s cases of harassment and discrimination are
usually not taken seriously by their superiors who are men. These superiors view these
complaints as of lesser weight compared to how women present them. Some even go to an extent
of defending the offenders hence creating a scenario where women tend to be wasting their
breath.
Discrimination may also occur whereby other people may be paid higher salaries than
their counterparts concerning gender may or disability may (Dreher, 2003). People who are
disabled tend to be viewed as unproductive, which acts a clouded judgment.
Strategies towards Empowering Women in Workplaces
Implementation of Flexible Family Care Spending.