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Wikipedia defines glass ceiling as situations where the advancement of a qualified person within the hierarchy of an organization is halted at a particular level because of some form of discrimination, most commonly sexism or racism. The term glass ceiling was first used by Carol Hymowitz and Timothy Schellhardt in an article published in Wall Street Journal on 24th march 1986…
Women however insisted that it was real and no matter how hard they work a time comes when they no longer get promoted to higher management positions. This glass ceiling prevents untold number of qualified people from advancing in the corporate hierarchies. It may be invisible but it sure is impenetrable (Wallace, n.p.).
Colleen O'Neill, partner of Mercer Human Resource Consulting says: "Everyone in the U.S. is very focused on gender, and corporate boards are pushing for more equity [at the highest levels],"(Farell, n.p.)
Companies think that if they hire women their profits will go down. Surveys show different results. Convent Investment Management did a study of Standard and Poors 500 and found that companies which promoted women and minorities had a return of about 18.3 percent over a five year period whereas companies which did not promote women and minors had a return of only 7.9 percent. The reason is simple. First of all the management in the first case had a diverse pool of people to choose from as they considered women and minors also, where as in the second case, the company did not fully utilize human capital. ...
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