Understanding Career Barriers of Women Executives

2019 ◽  
pp. 200-217
Author(s):  
Nermin Kişi
Keyword(s):  
Glass Ceiling ◽  
Women Executives ◽  
Career Advancement ◽  
Business Environment ◽  
Women's Leadership ◽  
Career Barriers ◽  
Women's Career Advancement ◽  
Glass Cliff ◽  
And Gender ◽  
Day By Day

Inequalities between women and men continue in global labor markets. Although the inclusion of women as labor force increases day by day, their representation in senior management levels remains insufficient. Women continue to face several barriers preventing them from attaining equal access, participation, and progress in the business environment. Within this chapter, the authors discuss two types of career barriers called “glass ceiling” and “glass cliff,” which women encounter frequently in their work life. The purpose of this chapter is to provide a general perspective on barriers of women's career advancement and to examine glass ceiling and glass cliff the in its background, its causes, and its consequences. The chapter also aims to analyze studies which criticize the concept of glass ceiling. The results of the chapter are expected to be a source for researchers in the areas of women's career barriers, women's leadership, and gender inequality.

Understanding Career Barriers of Women Executives

2021 ◽  
pp. 57-74
Author(s):  
Nermin Kişi
Keyword(s):  
Glass Ceiling ◽  
Women Executives ◽  
Career Advancement ◽  
Business Environment ◽  
Women's Leadership ◽  
Career Barriers ◽  
Women's Career Advancement ◽  
Glass Cliff ◽  
And Gender ◽  
Day By Day

Inequalities between women and men continue in global labor markets. Although the inclusion of women as labor force increases day by day, their representation in senior management levels remains insufficient. Women continue to face several barriers preventing them from attaining equal access, participation, and progress in the business environment. Within this chapter, the authors discuss two types of career barriers called “glass ceiling” and “glass cliff,” which women encounter frequently in their work life. The purpose of this chapter is to provide a general perspective on barriers of women's career advancement and to examine glass ceiling and glass cliff the in its background, its causes, and its consequences. The chapter also aims to analyze studies which criticize the concept of glass ceiling. The results of the chapter are expected to be a source for researchers in the areas of women's career barriers, women's leadership, and gender inequality.

scholarly journals "Glass Ceiling and its Effect on Women's Career Advancement in Multinational Corporations: An Exploratory Study "

2007 ◽  
Vol 6 (2) ◽  
pp. 22
Author(s):  
Harold Andrew Patrick
Keyword(s):  
Multinational Corporations ◽  
Glass Ceiling ◽  
Exploratory Study ◽  
Career Advancement ◽  
Women's Career Advancement

"Glass Ceiling and its Effect on Women's Career Advancement in Multinational Corporations: An Exploratory Study "

scholarly journals One Group’s Advantage or Another Group’s Disadvantage? How Comparative Framing Shapes Explanations of, and Reactions to, Workplace Gender Inequality

2020 ◽  
Vol 39 (4) ◽  
pp. 457-475
Author(s):  
Susanne Bruckmüller ◽  
Maike Braun
Keyword(s):  
Gender Inequality ◽  
Glass Ceiling ◽  
Career Advancement ◽  
Women's Career Advancement ◽  
Metaphor Use

Gender inequality is usually described as women’s disadvantage, only rarely as men’s advantage. Moreover, it is often illustrated by metaphors such as the glass ceiling—an invisible barrier to women’s career advancement—metaphors that often also focus on women’s disadvantage. Two studies ( N = 228; N = 495) examined effects of these different ways of framing gender inequality. Participants read about gender inequality in leadership with a focus on either women or men, and either without a metaphor ( women underrepresented vs. men overrepresented) or with a women-focused or men-focused metaphor ( glass ceiling/ labyrinth vs. old boys’ club). Metaphors caused participants to perceive gender inequality as (somewhat) more important. Regardless of metaphor use, women-focused descriptions led to more explanations of inequality focusing on women relative to explanations focusing on men, as well as to more suggestions of interventions targeting women at the expense of interventions aimed at systemic changes.

GLASS CEILING: SEBUAH STUDI LITERATUR

2018 ◽  
Vol 26 (1) ◽  
pp. 28
Author(s):  
Muhamad Ihwanul Muslim ◽  
Mirwan Surya Perdhana
Keyword(s):  
Literature Review ◽  
Glass Ceiling ◽  
Career Advancement ◽  
Extensive Literature ◽  
Managerial Implication ◽  
Non Profit ◽  
Upper Management ◽  
Extensive Literature Review ◽  
Women's Career Advancement ◽  
Non Profit Organizations

Nowadays, women's involvement in the workforce are continues to increase. However, the number of womens participate in the upper management are still limited. Such condition might be caused by glass ceiling phenomenon – obstacles hindering women’s career advancement. This study presents antecedents of glass ceiling phenomenon both in profit and non-profit organizations. Extensive literature review were conducted to gain conclusion on factors hindering women’s career advancement. Managerial implication and opportunity for further research were discussed.

Patriarchy and (Un)Doing Factory of Women's Collective Identity in Sri Lanka's Localised Global Apparel Industry

2018 ◽  
pp. 19-36
Author(s):  
Dhammika Jayawardena
Keyword(s):  
Glass Ceiling ◽  
Collective Identity ◽  
Career Advancement ◽  
Apparel Industry ◽  
Global South ◽  
Ceiling Effect ◽  
Women's Career Advancement ◽  
Systemic Manifestations ◽  
Universal Structure

Systemic manifestations of women's subordination, such as the glass ceiling, are still a reality in organisations. Yet, the glass ceiling effect in the Global South is often conceptualised vis-à-vis (white) women's experience in ‘gendered organisations' and women's domestic role in the Southern societies. In this context, this chapter, based on a fieldwork research conducted in Sri Lanka's apparel industry, critically examines the glass ceiling effect of glass ceiling on women's career advancement in the Global South. Alongside the notion of ‘universal' patriarchy, it problematises the ‘universal' structure of the glass ceiling. And it shows that (un)doing factory women's collective identity—as lamai (little ones)—and the glass ceiling intermingle in the process of women's subordination in the apparel industry. The chapter concludes that, in the apparel industry, the role of managerial women —as well as of men in (un)doing factory women's collective identity—is crucial in keeping the glass ceiling in place.

Academic Career Advances and Gender Gap

2021 ◽  
pp. 147892992110440
Author(s):  
Guillermina Benavides Rincón ◽  
Alejandro Díaz Domínguez
Keyword(s):  
Conceptual Framework ◽  
Glass Ceiling ◽  
Gender Gap ◽  
Career Advancement ◽  
Academic Career ◽  
National Council ◽  
National System ◽  
Knowledge States ◽  
Sticky Floor ◽  
And Gender

Is there a gender gap barrier against the career advancement of women researchers in Mexico? To explore possible answers to this question, we review the specialized literature, based on the “sticky floor” and “glass ceiling” conceptual framework, and then offer an empirical approach to test whether such a gap exists as well as some theoretical reasons that could explain it. We analyzed a massive dataset of 41,000 members of the National System of Researchers (SNI) under the National Council of Science and Technology (CONACyT) in Mexico from 1991 to 2017. To test determinants of advancement, we consider gender, areas of knowledge, states in which researchers reside, years in which initial applications and promotions took place, and universities to which researchers belong to. We found that there is a similar chance to advance from the lower levels of the system, following the sticky floor analogy, but women make a little progress after these initial levels when compared to men, in line with the glass ceiling idea. We also offer additional research avenues in this topic, due to another important finding, which reveals that 62% of researchers never make progress at the level in which they initially join.

Gendered Technology-Based Organizations

2012 ◽  
pp. 253-272 ◽  
Author(s):  
Ben Tran
Keyword(s):  
Glass Ceiling ◽  
Empirical Data ◽  
Career Advancement ◽  
Minority Groups ◽  
High Tech ◽  
Not Given ◽  
Risk Of Failure ◽  
Male Dominated ◽  
Glass Escalator ◽  
Glass Cliff

The “glass cliff” is a term coined by Professor Michelle Ryan and Professor Alex Haslam in 2004. Their research demonstrates that once women (or other minority groups) break through the glass ceiling and take on positions of leadership, they often have different experiences from their male counterparts. Specifically, women are more likely to occupy positions that can be described as precarious and thus have a higher risk of failure, either because they are in organizational units that are in crisis, or because they are not given the resources and support needed to thrive. The success of the glass cliff, as a phenomenon, rests on three factors. First, it relies heavily on the quality and quantity of data available, as well as the reliability of the data. Second, it relies heavily on the acceptance, utilization, and application of its existence, for a lack of acknowledgment, acceptance, utilization, and application of any phenomenon, concept, and theory will result in extinction. Third, this phenomenon, in reality, is quite taboo in a male dominated society, regardless of culture. Nevertheless, the glass cliff, as a phenomenon, is quite neoteric, and is typically not spoken of, nor referred to when men communicate, in the same way that men do not usually refer to the glass ceiling, or the glass escalator. The purpose of this chapter is to delve into and explore the concept of the glass cliff faced by women in high-tech corporations, and how the glass cliff affects their career advancement and identity growth through empirical data. The chapter then provides three recommendations on resolving the glass cliff phenomenon, and concludes with whether the glass cliff as a phenomenon is convertible to become a theory.

Glass Ceiling in Federal Law Enforcement: An Exploratory Analysis of the Factors Contributing to Women’s Career Advancement

2018 ◽  
Vol 40 (2) ◽  
pp. 183-201 ◽  
Author(s):  
Helen H. Yu
Keyword(s):  
Law Enforcement ◽  
Glass Ceiling ◽  
Career Advancement ◽  
Descriptive Analysis ◽  
Federal Law ◽  
Federal Law Enforcement ◽  
Active Representation ◽  
Government Organizations ◽  
Women's Career Advancement ◽  
Management Positions

In recent years, there has been limited focus on representative bureaucracy at the upper levels of government organizations. Scholarship on the glass ceiling has emphasized systematic and sociopsychological barriers as impediments for women to advance into upper level management positions. Despite the importance of continuing to highlight these obstacles, factors contributing to their success have received little attention in public administration. This study provides a descriptive analysis of the factors contributing to women’s career advancement in federal law enforcement. Using survey data collected from 32 senior female federal law enforcement officers working in 16 federal law enforcement agencies, nine themes emerge as factors contributing to their success. The topic of the glass ceiling continues to be relevant in today’s literature for responding to women’s lack of passive or active representation in the upper ranks of nontraditional occupations such as law enforcement.

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