The glass ceiling has been a sociological problem that prevents the attainment of high-level promotions in corporate businesses and organisations especially among minority groups despite one's financial qualifications or achievements according to Maume (1999). Instances of glass ceiling have been reported time and again in the society, and the issue is a real occurrence in today’s society. The problem has occurred from a personal perspective affecting a close relative that did not manage to receive a promotion in her work area despite being overqualified. The relative was working for a law firm and despite her tremendous achievements in law and academic qualifications she was unable to receive a promotion remaining as an associate for an extended period. Contrary to her expectations a male colleague with much less academic qualifications went on to receive the promotion.
Wal-Mart has been involved in a case suit where they have been found guilty of sexual discrimination in a class action suit that includes 1.5 million women as stated by Marques (2010). The case is mainly centered on the issue of wages as workers strive for equal work for equal pay. However, there are case allegations that women workers have been shortchanged on the availability of opportunities that will guarantee promotion. The issue of unequal opportunities has been prevalent in some of the industries in the US despite the efforts made by women in ensuring equality of opportunity as indicated by Marques (2010). Among the biggest concerns for employees includes the inability to find opportunities for promotion as management opportunities are never openly advertised as affirmed by one of the employees. Assumptions made on the employment opportunities are based on mother’s reluctance to relocate due to their families although such claims are carried out without any concrete consultations with the parties involved. Glass ceilings exist in the contemporary society, and more efforts should be placed to reduce the inequalities that exist based on gender.
References.
Maume, D. J. (1999). Glass ceilings and glass escalators occupational segregation and race and sex differences in managerial promotions. Work and Occupations, 26(4), 483-509.
Marques, J. F. (2010). Colorful window dressing: A critical review of workplace diversity in three major American corporations. Human Resource Development Quarterly, 21(4), 435-446.
