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One among the issue that provides challenges for women in workforce is so-called glass ceiling. women may be represented in the lower level positions, they are less likely to be seen in the higher management and executive suites of the companies. In fact, while women constitute close to one-half of workforce, men are four times more likely to reach highest levels of the organizations. In 2005, only twelve of few 500 companies had female CEOs, including Bamaco Corporation, the Bigi, indomie Foods Inc., Absence of the women in the leadership is the unfortunate, particularly in the light of studies that show leadership performance of the female leaders is comparable to, and in the some dimensions such as transformational and change-oriented leadership, the superior to, the performance of male leaders.
One explanation for glass ceiling is gender-based stereotypes favoring men in the managerial positions. Traditionally, men have been viewed as more assertive and the confident than women, while women have been viewed as the more passive and the submissive. Studies show that these particular stereotypes are still prevalent among the male college students, which may mean that these stereotypes may be perpetuated among next generation of managers. Assumptions such as these are problematic for the women’s advancement because the stereotypes associated with men are the characteristics often associated with being the manager. Stereotypes are also found to the influence how managers view male versus female employees’ work accomplishments. For example, when the men and the women work together in the team on the “masculine” task such as working on the investment portfolio and it is not clear to the management which member has done what, managers are more likely to attribute team’s success to male employees and give the less credit to female employees. It seems that in addition to the working hard and contributing to team, female employees should pay the extra attention to ensure that their contributions are known to the decision makers.
There are many organizations making effort to make work environments more welcoming to the men and the women. For example, IBM is reaching out to the female middle school students to get them interested in science, hoping to increase female presence in the field of engineering. Companies such as the IBM, Booz Allen Hamilton Inc., Ernst & Young Global Ltd., and the General Mills Inc. top 100 Best Companies list created by the Working Mother magazine by providing the flexible work arrangements to the balance work and the family demands. In addition, these companies provide employees of the both sexes with learning, development, and the networking opportunities.
Race Diversity in Workplace
Race is the another demographic characteristic that is under legal protection in United States. Title VII of Civil Rights Act (1964) prohibits race discrimination in the all employment-related decisions. Yet race discrimination still exists in the organizations. In the Korn-Ferry/Columbia University study of 280 minority managers earning more than $100,000, 60% of respondents reported that they had seen discrimination in their work assignments and 45% have been the target of the racial and cultural jokes. Fact that such discrimination exists even at the higher levels in the organizations is noteworthy. In the different study of over 5,500 workers, only 32% reported that the company did the good job hiring and the promoting minorities. One estimate suggests that when compared to the Caucasian the employees, African Americans are four times more likely and the Hispanics are three times more likely to the experience discrimination.
