For a long time, women and the minority in the society have not been able to climb the ladder towards top positions in organizations. People consider women as a weaker sex that cannot perform complex tasks associated with top management. Therefore, there has been a barrier hindering women from achieving their goals. Glass ceiling is described as the invisible and unstoppable barrier that denies women and minority in the society from going higher in their achievements (Kulich, 2015). The name originated from women conference in 1979 at a press club. Since then, the term has continued to be used by different people to mean the obstacle that hinders women from growing professionally. It means that women are not able to move to higher managerial despite them being aware of those positions. Women get stuck in the middle level management while others are opting to start their businesses and others going to their homes to take care of their families. The view is, however, beginning to change as different stakeholders have involved themselves in encouraging women and minority individuals in the society to go for top managerial positions. It is, therefore, critical to understanding the concept of glass sailing and finding ways of stopping these barriers to encourage free contribution by all towards improved economy.
Studies have found glass ceiling are usually related to gender. All women, both African-American and whites face the problem of glass ceiling during their career development (Kulich, 2015). These barriers are natural and invisible, and they deter women from reaching the high ranking positions despite their qualifications and abilities. Women can see the existence of executive positions, but they are not able to reach them. Despite women making the highest percentage of the workforce, they do not reach the higher managerial positions not because they are not qualified but rather because they are women. Besides women, these barriers prevent minority tribes in the community from accessing and holding highest positions in the society (Kulich, 2015). They result to the demoralization of women and these minority groups as they consider themselves unworthy and without any respect from anybody in the society.
Even regarding payments in workplaces, studies have found that women get paid less than their counterpart males in the same organization. In American, women have been found to be the most poverty stricken due to the pay gap in the work place where men are paid more than women (Wirth & International Labour Office, 2009). Further, studies indicate that it will take a long period to close this gap completely although some improvements have been seen recently (Kulich, 2015). It, therefore, means that this gap will close with time due a change in the stereotyping of women as weak individuals in the community. The view that women’s position in the society is to take care of the family is also continually decreasing with time.
There are many strategies that governments and other social institutions are putting in place to help remove the glass ceiling. Currently, they are trying very hard to encourage women to go for high positions in organizations. They are encouraging them that they are also able to do what men can do. Many nations, for instance, Canada have gone to higher milestones in encouraging women through setting up programs that ensure women are given an opportunity to participate in corporate boards. Many more countries such as Denmark, Sweden, and Finland among others have gone to a greater milestone in trying to remove the glass ceiling. These countries have policies that require a given minimum percentage of women to be employed in the different organization. The introduction of maternity leave for women working in these countries has encouraged women to get employed in many institutions (Morrison, White, Van, & Center for Creative Leadership, 2011). It has encouraged the employment of many women in both the formal and informal sector. Presently in America, there is a significant number of women chief executive officers.
The media, both broadcast and print media, on the other hand, have encouraged the participation of women in many organizations. Through publication on some of the successful women stories in the world, more women get encouraged to go for higher positions in different industries of specialization (Wirth & International Labour Office, 2009). These publications have also worked well to reduce the stereotyping concept of women as weaker sex in the society. The media seeks to make people believe that women can also do well if they are given the executive positions. The media help women understand well their abilities to battle out with men in career development.
Furthermore, many organizations presently have begun to recognize the ability of women hence promoting them depending on their abilities and qualifications. They have realized that promoting women can act as a way of broadening their pool of talents (Morrison, White, Van, & Center for Creative Leadership, 2011). Women, therefore, should learn how to work their way to the top management by correctly setting their goals and working to achieve them. They should know that glass ceiling exist and should be at the forefront in struggling to break it. A woman who wants to break the problem of the glass ceiling and move to the higher position must have a mentor who will motivate her (Morrison, White, Van, & Center for Creative Leadership, 2011). A mentor can help her with great information on how to sail to the highest level of management.
In conclusion, for a long time, women and the minority in the society have not been able to climb the ladder towards top positions in organizations. Studies have found glass ceiling as usually related to gender. All women, both Africans, and whites face the problem of glass ceiling during their career development. Despite women making the highest percentage of the workforce, they do not reach the higher managerial positions not because they are not qualified but rather because they are women. Even regarding payments in workplaces, studies have found that women get paid less than their counterpart males in the same organization. Studies indicate that it will take a long period to close this gap completely although some improvements have been seen recently. There are many strategies that governments and other social institutions are putting in place to help remove the glass ceiling like encouraging women to go for high positions in organizations. The media, both broadcast and print media, on the other hand, have encouraged the participation of women in many organizations. Furthermore, many organizations presently have begun to recognize the ability of women hence promoting them depending on their abilities and qualifications.
References
Kulich, C. (2015). Glass Ceiling/Glass Cliff. Wiley Encyclopedia of Management, 1-2. doi:10.1002/9781118785317.weom110287
Morrison, A. M., White, R. P., Van, V. E., & Center for Creative Leadership. (2011). Breaking the glass ceiling: Can women reach the top of America's largest corporations? Reading, MA: Addison-Wesley Pub. Co.
Wirth, L., & International Labour Office. (2009). Breaking through the glass ceiling: Women in management. Geneva: International Labour Office.
