Hrm Glass Ceiling
Breaking the Glass Ceilings Women/Minorities and Employment Regulations
Abstract This paper is about workplace discrimination and how gender and race discrimination can lead to the formation of so-called glass ceiling. It also discusses employment laws which regulate this area.
Introduction
The “glass ceiling” is a theoretical level beyond which women and minorities are unable to advance in a workplace. This refers to unseen barriers that prevent qualified individuals from advancing within their organizations to reach their full potential. The term originally described the point beyond which women managers and executives were not promoted because of discrimination based on sex. Now, glass ceiling apply in many cases to minorities as well. In various workplaces, the glass ceiling blocks access to top level executive positions. In others, entire categories of jobs might be unattainable by female or minority employees. Unfortunately, a color and gender blind society does not exist yet and glass ceiling persist in many workplaces. In many cases, glass ceiling amount to illegal discrimination.
Background
The fact finding report, “Good for Business: Making Full Use of the Nation’s Human Capital” recounts some interesting information (Federal Glass Ceiling Commission, 1995). As described on page 8 of the report, surveys of the top Fortune 1000 industrial and 500 service companies show that 95 percent of senior level managers are men and of that 95 percent, 97 percent are white. Moreover, of the five percent of these managers who are women, only 5 percent are minority women. That converts into slightly more than 2100 senior women executives in these companies and only five percent of these senior women are minorities (Redwood, 1996, p.7). Yet, as discussed by author Redwood, there are nearly 60 million working women in the United States and more that 45 percent of the U.S. workforce is female (1996, p.8). Furthermore, women and minorities are
Abstract This paper is about workplace discrimination and how gender and race discrimination can lead to the formation of so-called glass ceiling. It also discusses employment laws which regulate this area.
Introduction
The “glass ceiling” is a theoretical level beyond which women and minorities are unable to advance in a workplace. This refers to unseen barriers that prevent qualified individuals from advancing within their organizations to reach their full potential. The term originally described the point beyond which women managers and executives were not promoted because of discrimination based on sex. Now, glass ceiling apply in many cases to minorities as well. In various workplaces, the glass ceiling blocks access to top level executive positions. In others, entire categories of jobs might be unattainable by female or minority employees. Unfortunately, a color and gender blind society does not exist yet and glass ceiling persist in many workplaces. In many cases, glass ceiling amount to illegal discrimination.
Background
The fact finding report, “Good for Business: Making Full Use of the Nation’s Human Capital” recounts some interesting information (Federal Glass Ceiling Commission, 1995). As described on page 8 of the report, surveys of the top Fortune 1000 industrial and 500 service companies show that 95 percent of senior level managers are men and of that 95 percent, 97 percent are white. Moreover, of the five percent of these managers who are women, only 5 percent are minority women. That converts into slightly more than 2100 senior women executives in these companies and only five percent of these senior women are minorities (Redwood, 1996, p.7). Yet, as discussed by author Redwood, there are nearly 60 million working women in the United States and more that 45 percent of the U.S. workforce is female (1996, p.8). Furthermore, women and minorities are
References: Cheeseman, H.R. (1995). Business Law. Englewood Cliffs, NJ: Prentice Hall. Dingell-Maloney Report. (2002). A New Look Through the Glass Ceiling: Where are the Women? U.S. General Accounting Office. Available: http://www.house.gov/maloney/issues/womenscaucus/dingellmaloneyre port.pdf. Retrieved December 11, 2006. Redwood, R. (1996, March). The Glass Ceiling. In Motion Magazine. P.32-46 Rothstein, M.A. & Liebman, L. (1998). Employment Law-Cases and Materials. New York, NY: Foundation Press. U. S. Equal Employment Opportunity Commission. (2000). EEOC Compliance Manual. Available: http://www.eeoc.gov/docs/compensation.html. Retrieved December 13, 2006. 42 U.S.C. 2000, et. seq.