The Glass Led By Susan B. Anthony And Elizabeth Cady Stanton
WOMEN IN THE WORKPLACE: BEYOND THE GLASS CEILING
1. INTRODUCTION
The glass ceiling is a term used whenever a woman reaches a certain level in her profession and cannot advance to the next level that her male counterparts progress to.
This assignment aims at explaining the concept of the “glass ceiling” in the workplace as well as impact thereof and recommendations to address the issue. This will be done through providing an overview of this concept through statistics, historical background of women in the workplace. This assignment will go further to illustrate the impact of the Women’s Liberation Movement in encouraging women to fight for their rights to be recognised as equal partners in both professionally and socially.
The glass …show more content…
They started with the right for women to vote. Women had the same status as children but were regarded as of less status to their young male children. To such an extent that in the absence of the father/husband the elder male child would inherit the estate and where there would be no males in the family the closest blood relative would then take charge. After this association there were others formed around the USA and Europe with the Women’s Liberation Movement becoming the most prominent one …show more content…
Although the above figures show a notable progress in the advancement of women in the workplace there are still stereotypes facing women in the workplace.
3.2 STEREOTYPES FACING WOMEN IN THE WORKPLACE
Working mothers are stereotyped as not being reliable enough to take up management positions as managers because their priorities lean more towards raising a family. Most employers use this in argument for lack of women in senior positions in their companies effectively advancing the myth that successful executives are unable to manage multiple priorities (Lyness & Thompson, 2000).
Some companies go as far as asking women applying for senior positions how many kids they have, if they are married or unmarried, and know if the nanny is on full time basis. Though it is not easy for most successful executive women to balance work and family it’s not appropriate to judge them based on this. As a result most women are not taken seriously at work and not seen as potential
1. INTRODUCTION
The glass ceiling is a term used whenever a woman reaches a certain level in her profession and cannot advance to the next level that her male counterparts progress to.
This assignment aims at explaining the concept of the “glass ceiling” in the workplace as well as impact thereof and recommendations to address the issue. This will be done through providing an overview of this concept through statistics, historical background of women in the workplace. This assignment will go further to illustrate the impact of the Women’s Liberation Movement in encouraging women to fight for their rights to be recognised as equal partners in both professionally and socially.
The glass …show more content…
They started with the right for women to vote. Women had the same status as children but were regarded as of less status to their young male children. To such an extent that in the absence of the father/husband the elder male child would inherit the estate and where there would be no males in the family the closest blood relative would then take charge. After this association there were others formed around the USA and Europe with the Women’s Liberation Movement becoming the most prominent one …show more content…
Although the above figures show a notable progress in the advancement of women in the workplace there are still stereotypes facing women in the workplace.
3.2 STEREOTYPES FACING WOMEN IN THE WORKPLACE
Working mothers are stereotyped as not being reliable enough to take up management positions as managers because their priorities lean more towards raising a family. Most employers use this in argument for lack of women in senior positions in their companies effectively advancing the myth that successful executives are unable to manage multiple priorities (Lyness & Thompson, 2000).
Some companies go as far as asking women applying for senior positions how many kids they have, if they are married or unmarried, and know if the nanny is on full time basis. Though it is not easy for most successful executive women to balance work and family it’s not appropriate to judge them based on this. As a result most women are not taken seriously at work and not seen as potential