The Glass Ceiling in Top Management

Presented By:Ann Kubricky

Agenda

Objective Background on Glass Ceiling

Sex Stereotypes Management Types

Women’s Representation in Top Management Value Proposition of Diversity Employee Resource Groups

Glass Ceiling

…those invisible, culturally embedded assumptions and beliefs about the skills and competencies of women that prevent their advancement into top management positions or their advancement into certain communities... The presence of such glass barriers implies that certain positions and roles are controlled primarily by men...

Burke and Vinnicombe, 2005

Gender Stereotypes Descriptive Prescriptive

Management Types Employee Involvement Strategic Human Resource Management

Background on Glass Ceiling

Background on Glass Ceiling

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.

Gender Trends

Labor statistics Workforce demographics Career practices Management stereotypes Discrimination Self-perceptions

Women’s Representation in Management

Men (82.94%) and white men in particular (71.53%) occupiedthe vast majority of the 1,219 board seats.

Catalyst, 2008

Female Representation on Boards of Directors Associate with Fortune’s “100 Best Companies to

Work For” List

Bernardi and Bosco, 2006

Women’s Representation in Management

Fortune 100 Best Companies to Work for in America

Is there an ROI to being on the Fortune’s “100 Best Companies to Work” list?

Results

Buy /Hold and Active portfolios outperform the S&P 500 in each of the multi year periods and seven of the eight annual periods in 1998-2005. (Goenner, 2005)

Firms on the list have higher sales growth, asset growth and return on assets relative to S&P 100 in 1998. (Fulmer et al, 2003)

Firms on the list have higher sales growth, asset growth and return on assets relative to S&P 100 in 1990-1994. (Lau and May, 1998)

Diversity Engagement Model

Employee Resource Groups

Best Practices for ERGs

Diversity Engagement Model

Sources

Business Source Complete ABI Inform Google Scholar EBRI Course Guide: Diversity IntelliConnect Ethnic News Watch PsychInfo Emerald Insight Human Resource Abstracts Consulting Sites: Hewitt, PDI

Questions?