Breaking through the glass ceiling: The three-dimensional model (Macro, Meso and Micro) towards promoting women participation in an academic context: Insights from a mixed-methods approach

This study aimed at bridging this gap and proposed a Three-Dimensional Model (Macro, Meso, and Micro). It also attempted to gain a deeper understanding of the nature of the glass ceiling, which limits women's participation in higher decision-making positions and determined how to overcome these barriers. The study adopted a mixed-methods approach. Three exploratory workshops involving 65 academic women leaders were conducted at three Saudi universities. This was followed by a field survey of the overall population involving 213 female leaders. Then six interviews of 35 female leaders were conducted. The results of the field survey illustrated the barriers preventing women from career development. According to the participants, the most challenging barriers at the institutional level were related to administrative and organizational aspects. They were followed by the barriers related to institutional culture. The social and personal barriers were ranked the last. The results of the interviews also revealed a set of ideas, which proposed methods to support women's progress to senior positions. They included political authority, policy development, open-door policy, adherence to the standards for selecting leaders based on competence, continuous evaluation, and professional development. The important role of the academic woman leader in the development of her career requires her to take responsibility for her professional growth and meet the requirements of the leadership role. The study recommends a comprehensive and profound treatment of the glass ceiling phenomenon. The study recommends a comprehensive training plan to support the skills, experiences, and capabilities of qualified women to occupy academic leadership. Benefiting from international expertise regarding this issue is highly recommended. There must be continuous monitoring and analysis of some quantitative and qualitative indicators based on an accurate database related to the academic empowerment of Saudi women.

Does a Federal Glass Ceiling Have Differential Effects on Female and Male Technology Entrepreneurs?

Glass ceilings are invisible organizational barriers encountered by underrepresented groups in large hierarchies. This chapter empirically investigates the existence and characteristics of an internal, government-wide glass ceiling for female employees using aggregate pay grade and demographic data on nearly 1.5 million U.S. Federal employees between 2001-2011. The external consequences for over 15,000 technology ventures seeking R&D funding from 12 federal agencies is explored. In this context, the researchers analyze over 50,000 grants and find that a unit increase in a novel, government-wide, glass ceiling measure is a meaningful and negative predictor of subsequent Phase II funding outcomes for Phase I grantees. More importantly, the negative external effects of the identified glass ceilings are significantly larger for women technology entrepreneurs when compared to their male counterparts.

The Effect of Glass Ceiling on Women Advancement: A Case Study of Financial Institutions in Bangladesh

Glass ceiling, a widely practiced but unrevealed obstacle for the development of women and minorities towards executive and upper level of managerial hierarchy in the organizations. At the present time this issue is drawing more attention from human resource practitioners around the globe. In developed and developing countries, women's empowerment is the burning issue as the economy can reach its peak through the participation of all genders. In Bangladesh also women are engaging more in jobs specifically in the financial sector and contributing to the economy at large volume. But the disparity between male and women participation at the decision-making level raises the question of the presence of a glass ceiling and the factors contributing to the glass ceiling in the financial sector of Bangladesh. Based on the survey by using structured questionnaires from the commercial banks of Dhaka City Corporation, this study explores organizational factors, explicitly the absence of human resource practices responsible for creating glass ceilings and its presence at the workplace. Using factor analysis and multiple regressions among the six factors, the study found five factors have a significant contribution to the presence of glass ceiling and thus creating barriers to women's advancement. The factors include recruitment practices, performance appraisal, promotion policy, maintenance issues and equal employment opportunities. Policy implications are discussed in light of the findings to minimize glass ceiling effect to contribute gender parity, women's advancement and reducing gender discrimination.

The Effect of Glass Ceiling on Women Advancement: A Case Study of Financial Institutions in Bangladesh

Glass ceiling, a widely practiced but unrevealed obstacle for the development of women and minorities towards executive and upper level of managerial hierarchy in the organizations. At the present time this issue is drawing more attention from human resource practitioners around the globe. In developed and developing countries, women's empowerment is the burning issue as the economy can reach its peak through the participation of all genders. In Bangladesh also women are engaging more in jobs specifically in the financial sector and contributing to the economy at large volume. But the disparity between male and women participation at the decision-making level raises the question of the presence of a glass ceiling and the factors contributing to the glass ceiling in the financial sector of Bangladesh. Based on the survey by using structured questionnaires from the commercial banks of Dhaka City Corporation, this study explores organizational factors, explicitly the absence of human resource practices responsible for creating glass ceilings and its presence at the workplace. Using factor analysis and multiple regressions among the six factors, the study found five factors have a significant contribution to the presence of glass ceiling and thus creating barriers to women's advancement. The factors include recruitment practices, performance appraisal, promotion policy, maintenance issues and equal employment opportunities. Policy implications are discussed in light of the findings to minimize glass ceiling effect to contribute gender parity, women's advancement and reducing gender discrimination.

Barriers to Women's Career Advancement in the New Zealand Hospitality Industry

<p>The glass ceiling effect is a widely researched phenomenon that highlights the multi-layered barriers to women’s exclusion in senior management positions internationally. Traditionally, research has focused on evidence for the deficit in women’s promotion in predominately corporate spheres with minimal inclusion of service sectors. The following research will address a key literature gap in the context of New Zealand, with an analysis of the glass ceiling barriers for career women in the hospitality industry. The qualitative study utilised a postmodern feminist lens and included 13 semi-structured interviews with current female duty managers in the localised Wellington, NZ region. The study found that the glass ceiling effect was maintained for female managers through the production of misogynistic cultures, gender-stereotyping, and old boys’ networks that functioned on intersectional levels. Obstacles were produced through customers, industry norms, and organisational practices that minimised participants ability to perform general operations, garner promotions, or access support in detrimental circumstances. The research concludes that women’s professional development is hindered due to the interplay of workplace structures, broader socio-cultural beliefs, and resistance to female leadership. Based on the findings, recommendations for further emphasis on equitable and ethical industry practices are outlined to address the glass ceiling effect, thereby increasing employee investment and retention.</p>

Barriers to Women's Career Advancement in the New Zealand Hospitality Industry

<p>The glass ceiling effect is a widely researched phenomenon that highlights the multi-layered barriers to women’s exclusion in senior management positions internationally. Traditionally, research has focused on evidence for the deficit in women’s promotion in predominately corporate spheres with minimal inclusion of service sectors. The following research will address a key literature gap in the context of New Zealand, with an analysis of the glass ceiling barriers for career women in the hospitality industry. The qualitative study utilised a postmodern feminist lens and included 13 semi-structured interviews with current female duty managers in the localised Wellington, NZ region. The study found that the glass ceiling effect was maintained for female managers through the production of misogynistic cultures, gender-stereotyping, and old boys’ networks that functioned on intersectional levels. Obstacles were produced through customers, industry norms, and organisational practices that minimised participants ability to perform general operations, garner promotions, or access support in detrimental circumstances. The research concludes that women’s professional development is hindered due to the interplay of workplace structures, broader socio-cultural beliefs, and resistance to female leadership. Based on the findings, recommendations for further emphasis on equitable and ethical industry practices are outlined to address the glass ceiling effect, thereby increasing employee investment and retention.</p>