Equality of women in the workplace

extend toity of wo men in the oeuvreCompanies around the world atomic number 18 currently going with a period of transforming and changing. Some ar expending their business globally and in that respect be round who peculiarity how the changing bequeath effect or give an shock on their establishment. As we know, men and women atomic number 18 entering the labor force in equal numbers and the majority of outmatch mangement positions is still snuff it to men. The failure of more women to break the amphetamine aims of corporate management is collect(p) to the grump jacket crown. In economics, the term chalk in ceiling refers to situations where the advancement of a qualified somebody within the hierarchy of an organization is s eyeshadeped at a discredit level because of some form of discrimination, most unremarkably sexism or racism. How invariably, since the term was coined, furnish ceiling has also come to key out the limited advancement of the deaf, gays a nd lesbians, blind, hamperd, and aged based on the defination in Wikipedia. in that location be some types of glass ceiling such as spectral discrimination, incompatible pay for comparable work, sexual, races, ethnics and even harrasment in the workplace. former(a) than that, expulsion from informal entanglements like pre inventionions and stereotyping of womens role and abilities is also one of them. An other(a) types of glass ceiling are lack of family-friendly workplace policies and policies that discriminate against gay tribe, non-parents, or single parents. in that respect are many cases that causes the glass ceiling. One of the reason is assembly line segregation. Job segregation is the conpennyration of women and men in different types and levels of activity and employment. Normally, men tend to be high schoolly concentrated in the upper levels of professions such as managers, supervisor, production supervisors and also executives. Women on the other hand, tend to b e in the berth of lower level and lower paid professions such as teachers, secretaries, receptionists and nurses.Women also measure winner in the workplace differently than men because women place a higher(prenominal) evaluate on their positive interpersonal relationships and feelings whereas men tend to measure success by high salaries, promotional opportunities and job titles. on that point is also sound judgment that saying glass ceiling is voluntarily rent by some women. For example, men tend to work harder in decree to get unsloped pay and women tend to choose to work less(prenominal) hours or may non want to extend their work duration in club to organized their children and spend more quality time with their families. There are some organizations that provide their employees with family-friendly programs that offer options such as flex-time which employees fuel choose their own work hours, employee-assistance programs and child trade nursery which allows their worke rs to defy a better incident of balancing their work lives and home. Unfortunately, women may feel slow to take advantage of these programs as they feel it may lessen than chance for being success within the company.Besides, part of the reason lies in leadersstereotypes. It is still a strong positioning that women are viewed by many others as weak and soft whereas good male leaders are mostly known as tough and powerful. More or less, this appears to involve career choices as the organization may keep a detection that women is weak and not qualified for the positions especially the top management positions.Women and men also differ in their career gaps. work force are not influence to take a earmark of absence. For example, when one of their children is sick, women is most presumable to puddle to take the leave because men seldom do that. Men also refuse to work on a part-time job in order to get additional or side income when compared to women. It is possibly because th ey are shy that people would know when they fork up two jobs as mentioned earlier that men tend to measure success by high salaries and job titles.Other than that, most of the employers bewilder the believe that women may furlough the job when they want to begin a family and get married. Therefore, the organizations are less likely to invest in womans career by appointing them as the top management position. In order to let the organization hire a woman as one of upper levels of corporate management, they essential manoeuver the dedication and volitionness to take on new challenges and risks and be vocal nigh their personal ambitions.SUMMARY AND DISCUSSION like a shot, women represent more than 40 per cent of the global workforce as they have getd higher levels of education than ever before. Unfortunately, their share of upper management positions remains unacceptably low, with just a little tiny ratio succeed in breaking through the glass ceiling.According to the journal, t he main topic that been highlight is about the impact and how sexuality diversity influence the career development of women being a director or one of the top position in the organization. There are three key areas that focus on women directors which are hypothetical perspectives, characteristics and impact. Theoretical perspectives comprise of individual, board and firmly. Individual consist of human capital, status characteristics and gender self-schema while board consist of social identity, social network and social cohesion, gendered trust, ingratiation and leadership. Firm level includes in resource dependency, institutional and agency theories.Characteristic review in four levels which are individual, board, firm and also industry and environment such as demographics, social capital, role, size, commitment, shareowner distribution, performance and economic environment. Impact also focus on the akin level such as role models, governance performance, decision making, glass cliff effect, talent and also recruitment and retention.Glass ceiling hold out because of few factors such as occupational sex discrimination, childcare responsibilities, stereotypes and gender discrimination. The perception of women can also lead to a problem because there are some belief that women are unqualified and they might have their own agenda. Organizations are really much concerned about hiring, retaining and promoting women to higher level but few are making the necassary changes to make a difference. Women hold less powerful corporate titles, fewer multiple directorships and take a leak considerably less than men. Men are more likely to have the collective trust whereas women believe in collective trust as well as relationship trust.The impact of women as a top management postition dwell in different level. In areas where they are very much represented in the pool from which leadership is drawn, women still do not bear on into leadership positions in equal ratios. The reason is women typically hold up on too much share of the burden in balancing their job and family.Sadly there are so much barriers that prevent women to become one of the top position in an organization. One of the barrier is the environment in a workplace. organizational cultures, employees attitude, racial stereotype commonly limit women from completely participating in the organizations. work parents, especially mothers, usually have to deal with family obligation which they often have to choose between their job and family. They actually require flexibility at work. Women often lack the right type of job experience to move foward. The experiences they have normally do not suit the promotion criteria.Equal but different? As mentioned earlier, men and women are entering this dig out force in equal numbers but why is that women is being treated as minority group and a weak person? In this paper, i have attempted to contribute to glass ceiling by exploring how glass ceilin g affect the women in achieving their dreams. Women often to have less power or right to control, judge, or prohibit the actions of others than men in the organization. They face different challenges and most likely they should have a required skills to be successful in the organization compared to their male counterparts. This is due to glass ceiling that appear to have in every organizations in a flash or indirectly. Men and women are come acrossn differently because men want to see and analyse if women have the capabilities and the qualification that fit to be in the upper level management.The inflexibility of our culture builds an organizational resistance against the values that women and people with disabilities bring to the workplace. Women need to be guide and support through the challenge. The organization should revamped the assessment in order to exclude gender discrimination and ask an exit interviews in order to determine the reason why women leave positions. Mostly, women entrust have less salary compared to men because the employers sometimes view women as they are not devoted to their work. In organizations, the progress of women and disable people appears to be affected by more than career choices and qualifications.Today there are some organizations that appraise, measure and do changes to their organizations policies and procedures in order to attract talented women to work in a diversifying work force. Doesnt stringent that when there are still difficulties in the working environment, women should stop toilsome to achieve their dreams. They should of all time think positive that one day women will no longer treated as a minority and a weak person instead they are being treated as as men. It is important for them to strive and go for what they dream of because they might be able to break the glass ceiling.SUGGESTION / RECOMMENDATIONRecently there have been many changes that organizations are trying to intergrate so that more women can be a part of the top management position and achieve their dream. Some of the examples are work from home, flexible timing and so on. There are few recommendations that i would like to suggest that may helps in changing the perception and mind-set of certain people towards glass ceiling. The recommendations areWomen will have equal access to jobs if the government enforce the anti-discrimination formula at the workplace.Provide various training that emphasize on the workplace equality, values and their importance and the consequences of gender discrimination.Part-time workers must have the identical entitlements and benefits as full-time workers and make sure all employees conditions and benefits are evenly distribute.Providing education and enough informations about sexual harassment and directly fulfil no-sexual harrasment policies to create a note of respect in the workplace.Creating a forums for women so that whenever they have issues affecting them in the workplace or jobs , they can always discuss it there.Develope a programmes to help employers acknowledge the capabilities and the benefits that women can bring to their businesses. military rank must not be rated based on employees gender, but it must be evaluated by their performance.Implement a family-friendly policies that will help backing women at work which include the flexible working hours, child care nursery and other facilities, parental leave for women and men and many more.Organizational leaders should learn on how to enhance or upgrade the developmental and advancement opportunities for women and take responsibility for removing barriers.CONCLUSIONIn a nutshell, it seems that glass ceiling are still exsist in an organization and women have make a great tread in smashing on the glass ceiling but have not quite broken through it yet. In order to compete on a same level with men, having an access to line experience and management training it very important. Other than that, women must also have a good and effective parley skills that can give the opportunities for better interaction with others. Women also must have the ability to cope effectively and positively under pressure and willing to face of challenges, criticism and setbacks.It is easy to jump to the conclusion that successful exclusion of glass ceiling requires not just an effective enforcement strategy but also the involvement of employers, employees and others in identifying and reducing attitudinal and other forms of organizational barriers encountered by women in advancing to higher level management position in different workplace setting. Organization also need to embrace the concept of diversity and redefine leadership model in organizations so that this will let women bring value to and integrate into leadership structures.