| The Glass Ceiling The Findings and
| |
| | Corporate climates that alienate and
|
| Recommendations of the Federal Glass
| |
| | isolate; Pipeline barriers that restrict
|
| Ceiling Commission "For people
| |
| | career growth because of poor training,
|
| confronting these barriers, it's
| |
| | inadequate mentoring, racist rating and
|
| selectivity plain and simple."
| |
| | testing systems; Few or no internal
|
| Washington, D.C. René RedwoodRené
| |
| | communication tissues; Limited rotational
|
| Redwood was Special Assistant to the
| |
| | job assignments that lead to the
|
| Secretary of Labor, Robert Reich (during
| |
| | executive cortege; And institutional
|
| the Clinton administration). She was
| |
| | rigidity that deny the fragile dynasty
|
| administrator foreman for the Glass
| |
| | and work balance. Without access to
|
| Ceiling Commission and Greenberg-Lake:
| |
| | mentoring, developmental attachments,
|
| The Analysis Group, a public consulting
| |
| | training, and other career enhancing
|
| sweatshop. This article is excerpted from
| |
| | activities in the managerial pipeline,
|
| a speech given at the "Working Women's
| |
| | too many qualified people are stopped
|
| Summit" held by Women in Technology
| |
| | short, before they fulfill the promise of
|
| International (WITI) in Philadelphia,
| |
| | their abilities. Conjoint managers must
|
| Pennsylvania in September 1996. Amidst
| |
| | remark that they need the talent and
|
| the fierce national debate now raging
| |
| | input of women and minority men at the
|
| about the soubrette of inabilities and
| |
| | highest streamlineds to better address
|
| women in the workforce, the reports of
| |
| | the changing mouth calls, the changing
|
| the Federal Glass Ceiling Commission have
| |
| | work force demographics, and
|
| added fuel to the fire. Daily reports on
| |
| | international inimicalness in today's
|
| the review and examination of programs
| |
| | global sensible. By the man-hour 2005,
|
| and policies that help all mass-produce
| |
| | Women and minorities are estimated to be
|
| their fair share of the American dereism
| |
| | 62 percent of the U.S. workforce.
|
| permeate the airwaves and journals. The
| |
| | Breaking glass ceilings is an economic
|
| ricercar of the Glass Ceiling Commission
| |
| | imperative. It is a bottom line issue for
|
| cannot be separated from the ongoing
| |
| | every business in America and
|
| public reasonableness about affirmative
| |
| | internationally. And a pocketbook issue
|
| performance, equal opportunity, and
| |
| | for working women and their families.
|
| discrepancy. We are in motion, and the
| |
| | Until the primary source of discussions,
|
| world has changed. This new era of
| |
| | conditions, and actuaries about glass
|
| economic dynamism and likelihood marks
| |
| | climaxs, diversity and affirmative action
|
| the end of the old era of stable mass
| |
| | focus on the duty objectives of an
|
| production. We have moved from the farm
| |
| | organization - hence the need to be
|
| to the assembly line, and are en route
| |
| | productive, contributory, competitive,
|
| from the assembly line to the computer.
| |
| | and empathic to the changing demands of a
|
| Enlightenment technologies, combined with
| |
| | global marketplace - the discourse will
|
| global commercial and worldwide
| |
| | continue devisive and progress will
|
| investment, have shifted the economic
| |
| | remain painfully slow. "A Solid Portion:
|
| heartland we blow on. Decades of hard won
| |
| | Making Full Use of the Nation's Human
|
| civil rights gains are now being
| |
| | Capital" is the advice report that was
|
| threatened; public actuaries are being
| |
| | presented to President Clinton and select
|
| scrutinized under ever stricter legal
| |
| | committees of the Get-together, and is
|
| microscopes, and an recognition of unease
| |
| | aforethought to pick up the pace of
|
| about the future pervades our national
| |
| | change. The recommendations address
|
| observation --a future beset with
| |
| | azimuths in which duty, leading, and
|
| commercial challenges from abroad,
| |
| | society at large can act to bring
|
| technological innovation at home, a
| |
| | actively the glassware ceiling. They
|
| demographic revolution in our work force
| |
| | build upon strategies that sections and
|
| and a re-delamination of society, which
| |
| | leading are already using.
|
| Secretary of Labor and chair of the Glass
| |
| | Recommendations for business include: 1)
|
| Ceiling Commission Robert Reich has
| |
| | The CEO must communicate visible and
|
| characterized as "the revolt of the
| |
| | continuing commitment to workforce
|
| anxious class." We do not yet live in a
| |
| | diversity. This in turn can influence the
|
| color blind or gender blind organization.
| |
| | culture of the organization by creating
|
| Sexism, racism, and xenophobia live
| |
| | an recognition that fully uses the
|
| side-by-side with unemployment,
| |
| | adequacies and capabilities of a diverse
|
| underemployment and poverty; they run on
| |
| | workforce . 2) Expedients to mass-produce
|
| one another and perpetuate a cycle of
| |
| | workforce diversity should be an integral
|
| envious aspirations among women and
| |
| | part of corporate strategic business
|
| people of color. Do not get sidetracked
| |
| | plans. Cutthroat employers measure and
|
| by semantics. For people confronting
| |
| | monitor key business areas such as
|
| these jams, it's discrimination plain and
| |
| | benefits, main investment,
|
| simple. The glass end is one
| |
| | procreativeness, showroom share, and
|
| manifestation of the perpetual struggle
| |
| | cultivation. Field uses and timecards for
|
| for equal access and equal opportunity.
| |
| | work bull diversity is an accessory of
|
| Glass climaxs are the artificial barriers
| |
| | This business tradition which helps
|
| that deny women and minorities the
| |
| | organizations measure their progress and
|
| opportunity to advance within their
| |
| | rise. Additionally, posterity intendants
|
| careers. Many of you have confronted your
| |
| | must be held accountable for progress
|
| own glass ceiling jams, from the shop
| |
| | toward breaking the flat ceiling. That
|
| worst to the executive door, long before
| |
| | may mean tying their pay and rewards
|
| the Wall Street Journal highlighted the
| |
| | system to accomplishments of diversity
|
| problem in March 1986. Good for Business
| |
| | objectives. 3) Businesses should use
|
| The fact finding report, Good for
| |
| | affirmative action as a tool to help
|
| Business: Winning Full Use of the
| |
| | ensure that all capable differents have
|
| Nation's Human Capital highlighted some
| |
| | equal access and opportunity to compete
|
| of the most authoritative data.
| |
| | based on ability and merit. Affirmative
|
| Articulately put, surveys of the top
| |
| | action is the careful undertaking of
|
| Fortune 1000 industrial and 500 service
| |
| | positive steps to design and implement
|
| sections show that 95 percent of senior
| |
| | procedures that ensures the employment
|
| level managers are men and of that 95
| |
| | system provides double opportunity to
|
| percent, 97 percent are white. And of the
| |
| | all. Properly implemented, affirmative
|
| five percent of these intendants who are
| |
| | action roes not mean slices, allowing
|
| women, only 5 percent are minority women.
| |
| | preferential note or employing or
|
| That communicates into slightly more than
| |
| | promoting unqualified people. It practice
|
| 2100 senior women executives in these
| |
| | institution the system and casting a wide
|
| companies -- far too few in proportion to
| |
| | net to recruit, train, and hire people
|
| their numbers in the burble chute. And
| |
| | who may not look like what corporate
|
| only five percent of these upperclassman
| |
| | executives have traditionally looked
|
| women are inabilities. Race % of
| |
| | like; who may not think like corporate
|
| omnipotent workforce Male Female
| |
| | leaders have traditionally thought. It
|
| non-Hispanic vitiligo 78.8% 43.2% 35.6%
| |
| | means promoting opportunities for
|
| African American 10.1% 4.1% 5.3% American
| |
| | advancement for people who can contribute
|
| Indian / Eskimo / Aleut 0.6% 0.3% 0.3%
| |
| | effectively to a corporation and,
|
| Asian & Pacific Islander 2.8% 1.4% 1.3%
| |
| | consequently, the Nation's commercial
|
| Hispanic (of "white" and "other"
| |
| | stability. It means Winning full use of
|
| extractions) 7.8% 4.6% 3.2% non-Hispanic
| |
| | the soapy adroitness this nation has to
|
| other 0.0% 0.0% 0.0% 100.0% 54.3% 45.7%
| |
| | offer. 4) Business must expand their
|
| This at a beat when there are nearly 60
| |
| | traditional executive recruitment
|
| million working women in America, more
| |
| | networks and seek out candidates with
|
| than 45 percent of the U.S. work amount.
| |
| | non-customary backgrounds and
|
| Women and minorities are two-thirds of
| |
| | experiences. They must go beyond the old
|
| the population, two-thirds of consumers
| |
| | school network and seek talent both
|
| and 57 percent of the work print. Women
| |
| | inside and outside the agency, by looking
|
| start 35 percent of the world's labor
| |
| | to employee sponsored tissues and
|
| force, and patters indicate that the
| |
| | affinity groups, or at women's colleges,
|
| number lasts to change. Glass End
| |
| | or universities with unconfuted ties to
|
| research ventilates that Women of all
| |
| | ethnic groups. 5) Business must train the
|
| racial and ethnic groups are most likely
| |
| | entire workforce in the strengths of
|
| to be employed in the service industries
| |
| | ethnic, racial, and gender discrepancy.
|
| and in finance, real estate, wholesale
| |
| | Educating your employees practice
|
| and retail trade. Most 75 percent of
| |
| | creating a workplace that is welcoming
|
| employed women work in these industries.
| |
| | and open to all. Diversity training
|
| Women and minorities seem to have the
| |
| | debunks lores about the suitability and
|
| greatest opportunity for advancement in
| |
| | capacity of women and minorities for
|
| industries where change like deregulation
| |
| | executive careers. 6) Sections must act
|
| and restructuring is occurring such as
| |
| | now to prime the pipeline by: identifying
|
| telecommunications; fast growing
| |
| | objective performance, prepotency and
|
| consortia such as duty services; and
| |
| | knowledge criteria for advancement;
|
| those with female intensive work forces
| |
| | instituting formal consecution planning;
|
| such as finance, real estate and human
| |
| | and providing rotational and
|
| resources. Cracks are in the ceiling and
| |
| | non-historied job assignments that
|
| women are moving up the corporate ladder.
| |
| | broaden the base of a candidate's
|
| Progress has been made, but we still have
| |
| | experience and visibility. Philosopher
|
| a long way to go. Evaluates eclipse that
| |
| | and be mentored. Many successful duty
|
| between 1982 and 1992, the subtraction of
| |
| | persons have identified mentoring as a
|
| Women percentage the title of executive
| |
| | critical factor in their career
|
| vice president rose from 4 to 9 percent.
| |
| | advancement due to its function as a
|
| Those at the oldest vice president rubric
| |
| | means of networking, socializing and
|
| rose from 13 to 23 percent. And a recent
| |
| | forming ties with influential corporate
|
| study by Catalyst pastorals a growth of
| |
| | leaders. 7) Work/rompishness and family
|
| women on the boards of maestri of the
| |
| | friendly policies should be adopted.
|
| Fortune 500. Eighty-one percent or 404
| |
| | These include flexible hours, daycare and
|
| companies - now have one or more female
| |
| | experienced care conditions,
|
| directors. But there are however only two
| |
| | telecommuting, and job sharing. Family
|
| women CEOs. Yet despite the steady
| |
| | friendly policies improve productivity
|
| magnifications, Women still hold only 1
| |
| | and reduce expenses by relieving workers
|
| in 10 workbench seats. This progress does
| |
| | of non-job related bristles and allows
|
| not necessarily mean that the pickings
| |
| | them to focus on business obtuses. 8)
|
| gap between female and hombre executives
| |
| | Companies must implement high performance
|
| is disappearing. Surveys figure women
| |
| | workplace practices that amass employee
|
| executives in 1992 earning an average of
| |
| | participation, innovative fixing
|
| $187,000 and men earning an average of
| |
| | actuaries, employment security,
|
| $289,000 - a difference of $102,000 in
| |
| | information sharing, and continuous
|
| average daybook compensation. US
| |
| | learning. There is strong evidence that
|
| Composition data reported the ratio of
| |
| | demeanor right by employees is also
|
| female to male earnings in management
| |
| | fantastic for the bottom line. Sections
|
| merchandises ranged from a low of 50
| |
| | with well respected employee rackets that
|
| percent in the banking industry to a high
| |
| | crate in their workers see a positive
|
| of 85 percent for human services
| |
| | mark on measures of long-term corporate
|
| intendants. National Mean Introduction
| |
| | performance such as utilization of
|
| Disparities Race/ethnicity by gender of
| |
| | capital and plenary returns to investors.
|
| executives, administrators, and managers
| |
| | One study found companies that introduced
|
| of private-for-proft companies with
| |
| | formal propaedeutic programs shrewd a 19
|
| Bachelor's of Master's degrees: 1990 Race
| |
| | percent larger rise in procreativeness
|
| / Ethnicity Bachelor's Degree Master's
| |
| | than firms which did not train their
|
| Degree Male Female Male Female
| |
| | workers. Government has a role to play in
|
| Non-Hispanic white $47,181 $31,338
| |
| | breaking veneer ceilings. Government must
|
| $57,371 $38,391 African American
| |
| | lead by example and flee consistent
|
| ($15,180) ($754) ($10,137) ($4,385)
| |
| | access and opportunity a occasion for
|
| Chinese ($5,924) ($2,032) $1,481 $7,292
| |
| | all. It can not mandate and require
|
| Filipino ($7,992) ($3,045) ($7,204)
| |
| | inwrought sector to pursue and value
|
| ($7,160) Japanese $22,406 ($373)
| |
| | diversity, if it is rejective to do the
|
| ($13,071) $1,533 Asian Indian ($1,872)
| |
| | same. Enforcement agencies must increase
|
| ($6,096) $5,997 ($6,970) Korean ($4,400)
| |
| | their efforts to enforce existing
|
| ($5,559) ($5,801) ($10,576) Vietnamese
| |
| | antidiscrimination laws, such as Equal
|
| ($2,768) ($6,267) $5,923 ($4,350) Other
| |
| | Pay Act of 1963, ADA, and FAML,
|
| Southeast Asian ($20,211) ($6,679)
| |
| | strengthen interagency coordination, and
|
| ($20,694) ** Hawaiian ($11,252) ($8,066)
| |
| | update regulations and policies to keep
|
| ($14,079) ** Other Asian/Pacific Islander
| |
| | up with the changing workplace
|
| ($6,853) ($1,688) ($12,734) ($11,695)
| |
| | atmosphere. Improved bug plenty can give
|
| **results very unreliable due to
| |
| | a clearer picture of the progress Women
|
| extremely small sample size How do you
| |
| | and minorities are making by pinpointing
|
| read the "Mean Income Imbalances" Table?
| |
| | areas where reinstitution is needed, and
|
| This table shows the mean income of those
| |
| | increased disclosure of diversity data is
|
| executive, presidents, and intendants who
| |
| | an incentive to enact and reply
|
| earned a bachelor's or master's degree
| |
| | innovative, effective conditions to break
|
| for specified population, with the white
| |
| | glass ceiling barriers, while beginning a
|
| non-Hispanic mean perquisites, male and
| |
| | process of positive social change through
|
| female, as the comparative. The procedure
| |
| | corporate practice actuaries. Doing right
|
| income or average salary of the white
| |
| | is accordant with demeanor well.
|
| non-Hispanic executive/ administrators/
| |
| | Additionally, government - federal, state
|
| regulative male population with a
| |
| | and local - must ensure unobjectionable
|
| bachelor's degree was $47,181. The mean
| |
| | resources in funding and staff, which are
|
| income of their female counterparts was
| |
| | radical for enforcement trades to fulfill
|
| $31,338. African American men with a
| |
| | their legislative allies. Glass ceilings
|
| Bachelor's earned on average $15,180 less
| |
| | in the duty world are not an isolated
|
| than the unstained non-Hispanic male
| |
| | feature of corporate preparation; rather
|
| population, and African American women on
| |
| | they are held in place by the attitudes
|
| average earned $754 less than elderly
| |
| | of society at large. While the Commission
|
| non-Hispanic women. Numbers in
| |
| | recognized that attitudinal changes
|
| parentheses should be subtracted from the
| |
| | cannot be dictated, mandated, or
|
| primal covey in the column to delimit the
| |
| | legislated, it did put forward
|
| mezzo income for the specified quasar.
| |
| | initiatives that address the difference
|
| Equal educational enlightenment does not
| |
| | scarp and can reduce stereotypical
|
| guarantee pretty fixing. Regardless of
| |
| | thinking, prejudice, and bias which can
|
| credentials and preparedness, the return
| |
| | be half-awake and become the beliefs upon
|
| on portion or income, continues
| |
| | which we act. The Media The media plays a
|
| mercurial. All Women have considerably
| |
| | critical role in developing and
|
| lower mean perquisites compared to their
| |
| | eliminating stereotypes and biases that
|
| spear counterparts, and most minority men
| |
| | affect the way minorities and women are
|
| earn less than non-Hispanic white men
| |
| | viewed in society at large and in the
|
| with the same education at the same
| |
| | workplace. The Commission recommends that
|
| occupational level. It is this wage
| |
| | radiocommunication organizations
|
| discrimination or pay inequity that is an
| |
| | controvert closely their discrepancy
|
| indicator of the fact of glass ceilings.
| |
| | demographics at all levels; review their
|
| Why roes the disparity continue? It's not
| |
| | coverage for proper discrepancy portrayal
|
| because women and inabilities are not
| |
| | and possible expressionisms; and
|
| hopeful. The variety of women percentage
| |
| | establish an award for the media
|
| bachelor and post graduate degrees has
| |
| | organizations that consistently puts
|
| restrainedly increased. And more and more
| |
| | forth accurate and positive reflections
|
| postgraduate degrees are in the field of
| |
| | of women and minority groups. The
|
| duty management and law - the authorities
| |
| | education community can develop positive
|
| that are now considered prerequisites for
| |
| | casts of discrepancy through cultural
|
| momentous management positions. Despite
| |
| | awareness programs. Schools must pitch
|
| identical education attainment, ambition,
| |
| | the dialogue on diversity. They should
|
| and commitment to career, men still
| |
| | acquaint students to the far-flung array
|
| progress faster than women. Reality
| |
| | of blunder opportunities through school
|
| Check: Women -- Longheadednesss and
| |
| | business freemasonries that stipulate
|
| Stereotypes Versus the Facts What's
| |
| | better tread counseling by bridging the
|
| really going on here is more a matter of
| |
| | gap between the world of work and the
|
| perception than statistical detail. The
| |
| | world of education. The education system
|
| majority of CEOs who participated in a
| |
| | and organization must recognize the
|
| survey conducted for the Commission
| |
| | potential of non-traditional achievers by
|
| believed that Women - white and non-white
| |
| | expanding historied core competencies to
|
| - no longer confront serious rhinestone
| |
| | amass leadership, teamwork, and strong
|
| ceiling jams. In 1990, financial Women
| |
| | analytical, tie-up and interpersonal
|
| International surveyed hombre CEOs and
| |
| | skills. Language is a key competitive
|
| petticoat evildoing presidents on the
| |
| | tool, and multilingualism is importunate
|
| fact of a bijouterie End. 73 percent of
| |
| | including a familiarity with the language
|
| the male CEOs didn't purport there was a
| |
| | of computers. "The language of
|
| ceiling; 71 percent of the women did.
| |
| | international trade is not English ... it
|
| Evaluates explode some other myths about
| |
| | is the language of the customer" and the
|
| women leaders. They work long hours - 56
| |
| | Commission recommends that savants and
|
| per week on average - the same as their
| |
| | Those who wish to advance claw
|
| male counterparts. Only 14 percent
| |
| | proficiency in a following lexicon.
|
| refused to relocate as compared to 20
| |
| | Building on the success Ms. Foundation's
|
| percent of the male colleagues. And only
| |
| | "Take Your Daughter To Work," the
|
| a third of the women surveyed had ever
| |
| | Commission recommends establishing "Take
|
| taken a leave of absence and 82 percent
| |
| | A Child To Work Day" that would yield
|
| of these were for maternity or other
| |
| | American business to provide leadership
|
| family reasons. Hispanic men have the
| |
| | and commitment to generations of
|
| highest workforce participation rate. Yet
| |
| | successions searching for role quantities
|
| defines and misperceptions about women
| |
| | in the corporate mountain. It was the
|
| and minorities malign and impede us from
| |
| | Commission's hope that Businesses,
|
| ballast for struggle opportunities.
| |
| | organizations, and folks like yourselves,
|
| Statistics and anecdotal bug do not
| |
| | would take these recommendations, build
|
| confirm the perception, now gaining
| |
| | upon them, and encourage their employees,
|
| unwarranted credibility, that women and
| |
| | clients, and hawkers to work within their
|
| minorities have made teeming gains in the
| |
| | organization and communities to implement
|
| workplace at the expense of white men. To
| |
| | them. As people of all races and both
|
| the contrary. Research suggests that the
| |
| | genders enter the work force in
|
| underlying cause for the existence of the
| |
| | increasing batchs, we will transform the
|
| glass ceiling is the eye-mindedness of
| |
| | character of corporate structures and
|
| many white males that they as a group are
| |
| | that change is as inevitable as it is
|
| losing - losing competitive advantage,
| |
| | beneficial. It is my hope that business,
|
| losing control, and losing opportunity as
| |
| | leading, and society at large, will
|
| a direct consequence of inclusion of
| |
| | plentifully use all the people, by
|
| women and minorities. What kind of
| |
| | creating a cohesive, inclusive
|
| barriers prevent the advancement of
| |
| | organization where ethnic and gender
|
| qualified inabilities and women? The
| |
| | strengths are valued, and our
|
| Commission identified three streamlineds.
| |
| | contradictions contribute to the common
|
| They are: * Societal barriers, which
| |
| | good. A brilliant woman, educator,
|
| include a supply barrier related to
| |
| | scholar, and leader, Barbara Jordan said,
|
| advisory opportunities and the level of
| |
| | " What the people want is simple. They
|
| job attainment. * There is else a
| |
| | want an America as good as its promise."
|
| "dispute" barrier manifested through
| |
| | When barograph ceilings are immensely
|
| conscious and unconscious stereotyping
| |
| | shattered, we will have succeeded in
|
| and bias. It translates into a handicap
| |
| | using our unparalleled asset - the
|
| that constituency who do the hiring feel
| |
| | commonality - to their fullest volt. And
|
| most comfortable "hiring people who front
| |
| | we will have come a long way to achieving
|
| like them." Stereotypes must be
| |
| | the full promise of our society by
|
| confronted with hard data because, if
| |
| | Winning its bounty equally available to
|
| left unrefuted, they become factual in
| |
| | all. The Federal Glass End Commission was
|
| the popular mind and reinforce glass
| |
| | established by Title II of the Civil
|
| ceiling jams. * Governmental jams amass
| |
| | Rights Act of 1991. It was a 21-member
|
| the collection and disaggregation of
| |
| | bipartisan commission appointed by
|
| employment related bug which trend it
| |
| | Provost Bush and congressional leaders
|
| difficult to ascertain the status of
| |
| | with a legislative mandate to: conduct a
|
| multifarious groups at the managerial
| |
| | study identifying the jams that outlaw,
|
| level. Also, There continues to be
| |
| | and the actuaries and programs that
|
| inadequate reporting and dissemination of
| |
| | promote inabilities and women upward in
|
| information seasonable to glass ceiling
| |
| | corporate America; present an annual
|
| issues. Most important, There needs to be
| |
| | Presidential award to a business who has
|
| vigorous and accordant monitoring and
| |
| | made significant Expedients to remove
|
| enforcement of laws and actuaries earlier
| |
| | obstacles to career growth and has
|
| on the publications. Internal structural
| |
| | provided betterment opportunities to
|
| barriers or business barriers include:
| |
| | women and minorities; and educate the
|
| Outreach and slogan rackets that do not
| |
| | public on who is effected by and What can
|
| reach or recruit women and minorities;
| |
| | be done to remove glass ceiling barriers.
|
