Breaking the glass ceiling
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This document discusses various barriers faced by women and minorities in advancing to upper management positions, known as the glass ceiling. It identifies issues such as gender bias, lack of fair assessment, boys' clubs, and cultural myths that prevent promotion. The document also provides recommendations for organizations to address these issues through mentoring, networking, training, increasing diversity, flexible work policies, and ensuring fair processes in recruitment, pay, and promotions.
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Breaking the glass ceiling
- 2. Glass Ceiling Exclusion of women and minorities from upper management positions in organisations Sue Shortland et al
- 3. Glass Walls Glass Elevator/Escalator Glass Cliff Hour Glass Ceiling
- 4. Gender Bias (stereotype care givers/family conflict) Boy club networks prevent promotion Lack of fair assessment Unfair hiring practices Attitudinal factors Myths Lack of awareness Cultural
- 6. Poor brand image Limited skill set/competencies Lack of competitive advantage Cost of rehiring and retraining Few female board members = low share price (Judge et al)
- 7. Establish mentoring programmes Match mentor of opposite sex and job function Networking groups aimed at all minorities Provide career rotation Training and development Increase top management boardroom diversity Flexible working hours Equality an diversity policy & culture Equal pay Fair appraisal process Psychological assessments Exit interviews
- 8. Recruitment and selection Pay scales Organisational values Desired behaviours Rewards and benefits