Glass ceiling

To : Prof. Gyanendra TripathyFrom : Swetlina

GLASS CEILING

“An unofficial barrier to opportunities within an organization or company which is perceived to prevent protected classes of workers, particularly women, from advancing to higher positions”.

CONTENT GLASS CEILINGBACKGROUNDBLOCKED FROM GETTING TO THE TOPDISMANTLE THE ‘GLASS CEILINGSTRATEGIES TO BREAK GLASS CEILINGHUMAN RESOURCE MANAGEMENT TO ADVANCE WOMENILO GENDER AUDIT RECOMMENDATIONSWOMEN WHO BROKE CASE STUDY USEFUL LINK

The very fact of women being adequatelyrepresented in the work-force, but hardlypresent in the senior managerial positions

hasbeen labeled “the glass ceiling”,

“A barrier so subtle that it is transparent, yet

so strong that it prevents women from moving

up in the management hierarchy

• ‘The invisible artificial barriers that block women from senior executive jobs.’

• 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.

• ‘Sticky floor’- keeping women stuck at the bottom of the economic pyramid

• The term “glass ceiling” first entered America’s public conversation less than a decade ago, when The Wall Street Journal’s “Corporate Woman” column identified a puzzling new phenomenon.

• There seemed to be an invisible—but impenetrable—barrier between women and the executive suite, preventing them from reaching the highest levels of the business world regardless of their accomplishments and merits. The phrase immediately captured the attention of the public as well as business leaders, journalists, and policy makers.

The Glass Ceiling

Support staff(Majority women)

Pyramidal Organizational Structure

Glass Ceiling

WomenMen

ILO Geneva

Background on Glass Ceiling

• Gender Stereotypes– Descriptive– Prescriptive

• Management Types– Employee Involvement– Strategic Human Resource Management

Cont.• Fortune 1000 companies: there are more

than twice as many male executives than females in HR management.

• Fortune 500 companies: 50 companies have 25% or more of women with corporate officer titles.

• Fifteen of the Fortune 500-and twenty-five of the 1,000 largest firms-have female CEOs.

Some Statistics• Women hold 1 to 3 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

The Glass Ceiling: How women are blocked from getting to the top

• Job Segregation Runs Rampant• Old-Boy Network Still Strong• Sex Discrimination Is Pervasive• Sexual Harassment Is Widespread• Enforcement of Anti-Discrimination

Laws Is Lax

Why Dismantle the ‘Glass Ceiling’

• 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

Strategies to break through the ‘Glass Ceiling’

• Diversify occupations for women and men• Foster greater sharing of family

responsibilities• Objective and unbiased recruitment and

promotion procedures • Gender-sensitive human resource policies• Cultivate and nurture women’s

entrepreneurial talents

Human Resource Management to Advance Women

• Equal employment opportunity policy• Achieving targets: positive action• Diversity management - visible and non-

Visible differences that include factors such as sex, age, background, race, disability, personality and work style

• Total E-Quality- gender equality a pre-condition for the delivery of quality products and services

ILO Gender Audit Recommendations

• Clear set of targets to improve staff sex balance at all levels

• Continue to promote female leadership in the Office and actively target women for senior posts

• Create a working environment for a more balanced professional and private life

• Non tolerance of sexual and other forms of harassment and all forms of sexist behaviour

WOMEN WHO BROKE

GLASS CEILING

• CEO YAHOO -Marissa Mayer

• TALK SHOW HOST - Oprah Winfrey

CEO-ICICI Bank- Chanda Kochhar

President –Godrej Group -Tanya Dubash

FOUNDER-VLCC- Vandana Luthra

Facebook, India Head Kirthiga Reddy

First woman president of the Fashion Design Council ofIndia- Ritu Kumar

List goes on……………

Next

IT CAN BE

YOU !

CASE STUDY

• Google prides itself on celebrating and supporting difference and it sees itself as an “equal opportunity workplace and is an affirmative action employer.” Google is frequently cited as the best place to work. It topped Fortune’s 2012 List , with New York employees raving about the culture, mission and perks of their job, which include great food, “bocce courts, a bowling alley, eyebrow shaping (for a fee).” Google also featured as the top employer in Australia according to Business Review Weekly’s list in 2011, which surveyed 207 companies and 55,400 employees. Google sits in the third spot for 2012. Google may well be a sweet gig – but it seems to be less advantages for women employees.

• The New York Times, finds that only one third of Google’s 34,300 employees are women. CEO Larry Page has removed the already-noticeably-few women Executives from his “inner circle.” The previous CEO, Eric E. Schmidt, had an Exec committee of 15 people, four of whom were women.

• An organization that is serious about addressing gender inequality in the workplace would ensure that productive employees are not penalized for their gender and family choices.

Useful Links Useful Links

http://www.breaktheglassceiling.com/ http://www.theglassceiling.com http://www.catalystwomen.org http://www.germany-usa.com/useful_links.shtml http://www.zonta.org http://management.about.com http://www.bluesuitmom.com http://www.digital-women.com http://www.questia.com http://www.careerjournal.com

THANK YOU