The glass ceiling is a symbol for the invisible and synthetic barriers blocking women from advancing up the corporate ladder to management and executive positions. During the war, “women were drawn into business and government positions by circumstance as much as by choice,” states Smith (2000, p. 8). Subsequently, after the war ended, men began to reclaim their positions in the workforce, forcing women to return to their traditional ways. By the 1960’s, the economic downfall and an acute lifestyle changes forced women back into the workforce. Therefore, women began to see less opposition from society as they contributed to their family and community.
During the 70’s, women’s rights ...view middle of the document...
Therefore, the Commission recommended the following:
1. Demonstrate CEO commitment
2. Include a diversity in all strategic business plans and hold line managers accountable for progress.
3. Use affirmative action as a tool.
4. Select, promote, and retain qualified individuals.
5. Prepare minorities and women for senior positions.
6. Educate the corporate ranks.
7. Initiate work/life and family-friendly policies.
8. Adopt high performance workplace practices.
9. Lead by example
10. Strengthen enforcement of antidiscrimination laws
11. Improve data collection
12. Increase disclosure of diversity data.
The barriers between women and the executive management were subsequently reiterated in the fact-finding report issued by the Glass Ceiling Commission in 1995. “The 1998 Census of Women Board Directors of the Fortune 500 now demonstrates women are gaining ground” (2000, p. 15). However, there are certainly concrete barriers in path of a woman who aspire leadership positions.
These barriers include “preconception, stereotypes, and/or negative assumptions held by those in power have about women and their abilities and/or commitments to careers” (2000, p. 17). Within the...