1. The Glass Ceiling in Top Management Presented By: Ann Kubricky

2. Agenda

Objective

Background on Glass Ceiling

• • Sex Stereotypes

• • Management Types

Womens Representation in Top Management

Value Proposition of Diversity

Employee Resource Groups

3. 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 4.

Gender Stereotypes

• Descriptive

• Prescriptive

Management Types

• Employee Involvement

• Strategic Human Resource Management

Background on Glass Ceiling 5. 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.

6. Gender Trends

Labor statistics

Workforce demographics

Career practices

Management stereotypes

Discrimination

Self-perceptions

7. Womens Representation in Management

Men (82.94%) and white men in particular (71.53%) occupied

the vast majority of the 1,219 board seats.

Catalyst, 2008 8. Female Representation on Boards of Directors Associate withFortunes100 Best Companies to Work For List Bernardi and Bosco, 2006 Womens Representation in Management 9. Fortune 100 Best Companies to Work for in America

Is there an ROI to being on theFortunes 100Best Companies to Work list?

10. 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) 11. 12. Diversity Engagement Model 13. Employee Resource Groups 14. Best Practices for ERGs 15. Diversity Engagement Model 16. 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

17. Questions?