Are Women Treated Differently Commerce Essay Example

the gender gap in the workforce started to significantly narrow. In 1967, only 14.8% of the labor force consisted of women. But now, their representation has steadily grown and they make up 46.6% of the US labor force (BLS). Some argue that there are no longer any barriers holding women back - Carleton Fiorina claimed that dedication and determination can lead women to achieve anything they set their minds to (Cotter et al., 2001). Ellen Johnson Sirleaf shattered the glass ceiling by becoming Liberia's president amidst competition from 22 male presidential candidates (Harsch).

However, Professors Harminia Ibarra and Morten T. Hansen argue that despite progress made, the glass ceiling still exists not just in corporate settings but also in educational institutions and public administration (Ibarra & Hansen). Research supports both perspectives.

In today's working environment, women are striving for more equality and have equal access to quality education as men do.Regulations have been implemented to protect the rights of women and promote gender equality, acknowledging their value beyond traditional domestic roles. Women are now being included in important decision-making processes within organizations, indicating an improvement in their professional status. However, despite the success of female politicians like Hillary Clinton, Suu Kyi, and Sonia Gandhi, the issue of the glass ceiling persists in society. Despite progress made by women in politics and business sectors, they still face overshadowing in male-dominated societies.

According to a 2010 study conducted by UN DESA, only 17% of national parliament seats worldwide are held by women; less than 5% are elected Heads of State; and less than 6% hold positions as Heads of Government. Furthermore, only 8% of companies globally have female Chief Executive

Officers despite recognizing the importance of diversity and women's perspectives. Concrete actions to promote women's presence in senior roles have not been effectively taken. Women across various sectors and countries continue to encounter underrepresentation along with challenges such as wage disparities and limited promotion opportunities.These challenges in the workplace, which include differential treatment based on qualifications, social status, and cultural biases, result in a significant gender gap in top corporate roles. Gender stereotypes and prejudices persist particularly in Africa, Southeast Asia, and the Middle East. Progress has been made with women breaking through the glass ceiling in Africa; however, there is still a substantial disparity. Climbing up the career ladder is twice as difficult for women due to male dominance hurdles. For example, Malawian women running for elected office may face charges of disrespecting men in village courts. In Canada, despite comprising 47.3% of the labor force, women only hold 35.4% of managerial positions and less than 23% occupy senior management roles (Hays). The percentage of women holding senior positions has decreased compared to a decade ago. Japan also shows low representation with only 8% of adult females holding senior managerial positions despite making up 42.6% of the workforce (Hays). Similarly, India sees only 3% of women occupying legislative or high-level management positions despite constituting 39.9% of the workforce (Catalyst). Women face various obstacles including lack of respect from men and exclusion from formal and informal networks.In India as well,the existence of a glass ceiling is evident.(Catalyst)According to a study conducted by the Gender Diversity Benchmark in 2011, women make up 28.71% of junior level positions, but this percentage drops to only 14.9% at middle

level positions and a mere 9.32% at senior level positions (Catalyst). A survey by McKinsey in 2009 found that less than 20% of corporations interested in emerging markets had initiatives to promote women, while over eighty percent showed no commitment to empowering them (Coleman). While companies that have empowered women have seen positive results, globally they still remain underrepresented in the workforce. In the United States, although women account for 46.6% of the labor force, their representation in top executive positions and board seats at Fortune 500 companies is significantly lower. Only 7.5% of top earner executive officers are women, and they hold just 16% of board seats. Shockingly, more than 125 Fortune 500 companies do not have any female executive officers. During the recession in 2008, women in senior roles were three times more likely to lose their jobs compared to men in similar positions. This disparity is further highlighted by research from Catalyst Corporation, which reveals that although women make up 57% of college students, only 26% are full professors and a mere 14% serve as university presidents.
The gender gap remains prevalent in various professions, including law. Although nearly half of law school graduates are women, only a quarter of them go on to become judges (25%). Despite having equal qualifications, experience, and education levels, there is still a significant gender pay gap. This disparity in pay has not improved over the past decade. According to data from the 2011 Current Population Survey, women earn only 77 cents for every dollar earned by men. Additionally, women encounter numerous obstacles in the workplace as identified by the Federal Glass Ceiling Commission (FGCC). Established in

1991 during President George H.W. Bush's administration, the FGCC is a bipartisan group responsible for examining barriers that hinder female advancement into higher positions. These barriers can be classified into three levels: social barriers related to factors like educational background beyond businesses' control; stereotypes; discrimination; and dogmatism. The second level encompasses internal structural barriers such as limited mentoring opportunities, unequal recruitment practices, and inadequate management training. Men often hesitate to provide sufficient support and guidance to women due to concerns about their own career progression and tend to favor individuals who share similar cultural and ethnic backgrounds. The third level pertains to government-related obstacles which include inconsistent monitoring of glass ceiling presence in workplaces and ineffective collection of employment-related data.
In the workplace, there are only a few reported cases of glass ceiling. According to a 2003 survey by Catalyst, CEOs from Fortune 1000 companies and senior degree female employees identified the lack of experience in general management as the main obstacle for women's advancement into senior leadership roles. The survey also showed that two-thirds of CEOs believe it is important for companies to address the management needs of women. Additionally, about 50% of women see exclusion from informal networks as a barrier to their career growth, while only 18% of CEOs perceive it as such. Furthermore, mentoring is considered a hindrance in career progression by 16% of women (Lockwood). The glass ceiling persists because managerial roles are perceived to require strong technical and interpersonal skills typically associated with masculinity. Due to this perception, women are often overlooked for senior positions in organizations. Women face consequences for not conforming to social expectations where men are seen

as decisive, confident, determined, and rational while women are viewed as soft, dependent, helpful, and friendly. As a result of senior executives evaluating leadership qualities through a male perspective, women are not even considered for top positions.As a result of this bias, women face a glass ceiling in their career progression within the corporate hierarchy. The testimonial provided by Rhonda Harper in the Dukes vs. Wal-Mart case exemplifies this issue. As a former Vice-President of Marketing at Sam's Club, Harper disclosed how senior vice president Ray Hobbs advised her to prioritize family responsibilities over advancing her career. In order to be accepted among executives, she was expected to participate in activities such as hunting and fishing that did not interest her. This situation highlights the dominance of men in the corporate world and demonstrates the presence of a glass ceiling that hampers women's career advancement. Women are faced with a dilemma: conforming to male-dominated culture or risking job loss. An example is when Rhonda Harper was terminated by Wal-Mart despite expectations for her to become CEO. While some argue that the concept of a glass ceiling is no longer relevant, many top-level managers and researchers support an opposing viewpoint. Women perceive it as an obstacle hindering their professional growth while others claim it is merely an excuse for their perceived lack of competence in business. Hillary Davey, a successful mother with two children, shares this perspective.However, women today have achieved gender equality and reached parity with men in various fields including corporate environments and politics. Influential figures like German Chancellor Angela Merkel and Secretary of State Hillary Clinton serve as leaders in their respective countries.

The text suggests that women may not hold top-level positions due to several reasons. One reason is that many women prioritize their family responsibilities and opt for career paths that are less demanding. Additionally, some women may be hesitant to actively seek promotions and prefer working fewer hours with minimal stress. Research by Catherine Hakim shows that when given choices, 20% of women prioritize family over career, 60% strive for a work-life balance, and only 20% are fully committed to professional advancement. A survey conducted in Japan revealed that 51% of participants believed that adult females generally choose occupations that do not lead to managerial positions. The study also found that women tend to dislike business trips or relocating, which are crucial aspects of managerial roles (International Labor Office). These statistics suggest that personal preferences rather than the glass ceiling play a role in hindering women's progress towards higher positions. Some women even decide to leave their jobs and start their own businesses as they desire more control over their lives.Lorraine Heggesssey, the first female accountant at BBC1, points out in an interview with Evan Davis that women face not only the glass ceiling but also other unknown barriers to career progression. According to BBC Radio, during her time as a producer at BBC1, she noticed that men tend to discuss work matters with colleagues during breaks or football matches and get their tasks done. She explains that this behavior is not meant to discriminate against her but rather it is more convenient for them in those moments. The main obstacle for women's career advancement is their lack of experience rather than the presence of

a glass ceiling. Maureen Rice, editor of Psychologies magazine, reports that around 60% of women with intermediate degrees choose family over careers starting in their mid-30s. Rice gives an example of a woman who initially enjoyed her job but lost interest later because it became repetitive. Despite being talented and successful, she aimed to break through the glass ceiling for personal growth.Elacqua, Beehr, and Hansen's research suggests that men are more actively involved in interpersonal relationships and situational issues compared to women. Establishing mentoring relationships becomes challenging for women in male-dominated fields and they often exclude themselves from influential male networks, which hinders their chances for career progression.According to a study on women managers in multinational companies, it is revealed that women hesitate to utilize networks as they believe it is unnecessary for themselves and their companies. In contrast, men utilize their interpersonal skills to form relationships with higher-ranking mentors, increasing their chances of promotion. The lack of confidence in women's abilities prevents them from advancing into senior roles within organizations. Fear of criticism also hinders their ability to reach the top. Various challenges such as personal and family responsibilities, long working hours, lower salaries, and societal pressure contribute to women leaving the workforce. However, research shows that women prioritize factors like good compensation packages, status, challenging work opportunities, promotion within the company,and alignment with company values when considering or accepting a job. Despite these obstacles, progress for women in the workforce has been slow with only 14.1% of executive officer positions and 16.1% of board seats at Fortune 500 companies held by women in 2011 (Catalyst).These statistics demonstrate that men continue to dominate senior-level

positions, while more than half of women hold management or professional roles. This indicates discrimination against women in the workplace and a lack of advancement training for them. It also suggests that women are excluded from certain areas where male dominance norms are disrupted, revealing the presence of a glass ceiling phenomenon.

The statistics on the workforce in India, Japan, and Canada highlight that men in higher-level positions are reluctant to adopt policies that benefit women. These men fail to recognize the advantages of promoting women within companies. Additionally, research shows a decline in the percentage of women in professional roles, bringing it back to levels seen in 2004.

According to The Grant Thornton International Business Report (2011), only 20% of global senior management positions are held by women – a decrease of 4% since 2009. However, privately held companies have experienced some improvement with a 3% increase since 2009, resulting in 38% of senior management positions being occupied by women.

My research indicates that India, United Arab Emirates, and Japan have the lowest representation of women in senior managerial roles – less than 10% hold these positions. In contrast, Thailand leads with 45%, followed by Georgia with 40%, and Russia with 36%.

The existence of the glass ceiling has been extensively debated among writers, researchers, and agencies. While some argue for its presence, others consider it to be a myth.Moreover, the Federal Glass Ceiling Commission (FGCC) defines the glass ceiling as an invisible barrier that hinders women or minorities from advancing in corporate hierarchies, regardless of their education, skills, or experience. However, this definition lacks clarity on its core meaning and focuses solely on the inequality experienced by

women in their careers. To fully comprehend this concept, it should only address job inequality resulting from discrimination in the labor market and exclude other forms of gender-based disparities. This means that factors like personal choices related to family or leisure activities should not be considered part of the glass ceiling phenomenon. It is essential to question whether male co-workers failing to take adult females seriously as they advance in their careers qualifies as a glass ceiling. Women at all levels may encounter similar situations in their workplace, which can be seen as a form of gender inequality but does not meet the criteria for being labeled a glass ceiling. Therefore, closely examining the definition of a glass ceiling is crucial. Liz Bingham argues that the concept is no longer applicable today because organizations are losing talented women due to various barriers they face (Anderson).A survey conducted by a Big4 firm with 1,000 working women reveals that lack of experience and qualifications are the main obstacles in their careers rather than the presence of a glass ceiling. According to this survey, age has also been identified as one of the major challenges for women. Almost half (50%) of women between the ages of 18 and 23 already feel hindered by their age, with around one-third experiencing perceptions of being either too young or too old for work. Another 27% believe that their age negatively affects their career growth (Foster). It is important to note that these barriers are not necessarily part of the glass ceiling phenomenon. Research suggests that providing professional training and education for women is crucial in advancing their careers and enabling them

to reach high-level positions within organizations. Companies have started addressing these issues related to the glass ceiling due to a high turnover rate among talented female employees, as found in Catalyst's research. To retain women in the corporate environment, companies should identify and communicate the factors hindering their retention. It is essential for companies to recognize that having diversity, including women in senior positions, is a significant measure of success. Monitoring the impact of recruitment strategies aimed at attracting women to higher-level positions is necessary.It is important for women to have access to management training, mentors, role models at senior levels, as well as formal and informal networks. If a glass ceiling exists within a company, it should be addressed promptly with identified solutions to overcome it. Senior management must recognize that the glass ceiling harms the company's reputation and commit to changing the organizational culture. Implementing a diversity plan that supports women is critical for directors and employees. Prioritizing support programs for women's career advancement is crucial. Companies should actively monitor equal employment opportunity policies to prevent negligence leading to accusations of discrimination or favoring the glass ceiling. To further assist women, family-friendly policies like flexible working hours and tele-commuting should be implemented, following Google's example of subsidizing day care facilities. The company should also ensure anti-discrimination laws are in place to provide equal job opportunities for women. Additionally, government entities at state and local levels need to assess their efforts in eliminating the glass ceiling and take additional measures such as strengthening enforcement of anti-discrimination laws and reporting relevant issues to law enforcement agencies.Despite the absence of simple solutions, breaking the glass ceiling

is gradually becoming more achievable worldwide as a growing number of women occupy senior positions. However, progress in this area is still slow. It is crucial for businesses and governments to provide support for research on the glass ceiling. By promoting diversity, acknowledging media representation, and prioritizing inclusion in leadership roles, we can effectively tackle this problem. Nevertheless, it is important for women to perceive the glass ceiling as a challenge that they must overcome while men actively assist and empower talented women without hindering their advancement.