Men are given the upper hand when it comes to career opportunities. “The upward mobility for women still remains below and well behind men,” (Bush 118). There are many stereotypes women face in the workplace. In particular, the glass ceiling is a major issue for women. “[The glass ceiling] describes the invisible artificial barriers, created by....prejudices, which block women from top executive positions,” (Michailidisa, Morphitoub and Theophylatouc 4233). The glass ceiling also goes hand in hand with pregnancy discrimination. Most administrators assume a woman won’t be committed to her career after having a baby (Women at workequality versus inequality: barriers for advancing in the workplace 4233). According to the Pregnant Workers Fairness Act, 66% of Ohio women were in the labor force, but left or got dismissed from their job because of their pregnancy (National Partnership for Women & Families). In the grand scheme of things, mothers always seem to be penalized when it comes to careers. “When being considered for the same job, mothers were significantly less likely to be recommended for hire, and when they were, they were offered $11,000 less in starting salary, on average, than childless woman. Fathers were not penalized at all,” (That Persistent Motherhood Penalty). Similarly, women are continuously facing disadvantages for their careers, pregnant or not. Research conducted from companies in 2011 show that 12/15 women showed leadership effectiveness in their specific career range. Thus, from men to women in percent, the sales division had a ratio of 55.9 vs 62.6, marking a ratio of 45.7 to 52.4, operations 50.9 to 53.8, product development 42 to 49, research development 47.4 to 52.2 and engineering 41.1 to 44.5 ratio (A Study in Leadership: Women do it Better than Men 2). At the same time, 53% of…
