Glass Cilling
Glass ceiling The glass ceiling is the unbreakable barrier that keeps minorities and women from rising to the upper rungs of the corporate ladder, regardless of their qualifications or achievements." Initially, the metaphor applied to barriers in the careers of women but was quickly extended to refer to obstacles hindering the advancement of minority men, as well as women.
The glass ceiling metaphor has often been used to describe invisible barriers ("glass") through which women can see elite positions but cannot reach them ("ceiling").These barriers prevent large numbers of women and ethnic minorities from obtaining and securing the most powerful, prestigious, and highest-grossing jobs in the workforce. Moreover this effect may make women feel they are not worthy to fill high-ranking positions or as if their bosses do not take them seriously or see them as potential candidates for advancement
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The gender pay gap and the glass ceiling
The gender pay gap is the difference between male and female earnings. In 2008 the OECD found that the median earnings of female full-time workers were 17% lower than the earnings of their male counterparts and that "30% of the variation in gender wage gaps across OECD countries can be explained by discriminatory practices in the labor market. The European Commission found that women's hourly earnings were 17.5% lower on average in the 27 EU Member States in 2008.[10] The female-to-male earnings ratio was 0.77 in the United States in 2009.
Some major barior which cause glass cilling
Internal business barriers
The following business-based barriers were identified: * Outreach and recruitment practices that fail to seek out or recruit women and minorities * Prevailing culture of many businesses is a white male culture and such corporate climates alienate and isolate minorities and women * Initial placement and clustering in staff jobs or in highly
The glass ceiling metaphor has often been used to describe invisible barriers ("glass") through which women can see elite positions but cannot reach them ("ceiling").These barriers prevent large numbers of women and ethnic minorities from obtaining and securing the most powerful, prestigious, and highest-grossing jobs in the workforce. Moreover this effect may make women feel they are not worthy to fill high-ranking positions or as if their bosses do not take them seriously or see them as potential candidates for advancement
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The gender pay gap and the glass ceiling
The gender pay gap is the difference between male and female earnings. In 2008 the OECD found that the median earnings of female full-time workers were 17% lower than the earnings of their male counterparts and that "30% of the variation in gender wage gaps across OECD countries can be explained by discriminatory practices in the labor market. The European Commission found that women's hourly earnings were 17.5% lower on average in the 27 EU Member States in 2008.[10] The female-to-male earnings ratio was 0.77 in the United States in 2009.
Some major barior which cause glass cilling
Internal business barriers
The following business-based barriers were identified: * Outreach and recruitment practices that fail to seek out or recruit women and minorities * Prevailing culture of many businesses is a white male culture and such corporate climates alienate and isolate minorities and women * Initial placement and clustering in staff jobs or in highly